May 27, 2022

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VIDEO. Employees “happy to come to work”, quadrupled profits for this company… could the four-day week be the magic formula?



Could the balance of power between employer and employees be reversed? What is certain is that the Covid-19 pandemic has reshuffled the cards. In 2021, according to an unemployment insurance study, four out of ten French people said they wanted to change their working conditions, and give it meaning. Companies may have to make some efforts to retain their employees…

In Lyon, at LDLC, the French leader in the online sale of computer equipment, their well-being has become a priority. At their disposal, a concierge service with laundry and parcel service, and even authentic bowling alleys to brighten up the lunch break… But above all, since the four-day week was set up, they benefit from a day additional rest, without reduction of salary.

An additional rest day without reduction of salary

A year before this report, all employees went to 32 hours a week paid 35, spread over four days. On the other hand, the hourly amplitude of the working day has increased: employees work from 9 a.m. to 6 p.m., but say they have gained in “serenity“. This is the case of Aurélien, an online sales consultant, for whom this measure has “changed a lot of things for the better“. In particular, it allows him to save hours of childcare for his baby, or 234 euros per month.

The boss expected “lose some money“. Corn “given the well-being that I will find in the teams, given the atmosphere that I will have in the club, it’s worth paying this difference“, estimated Laurent de La Clergerie. He took it well: without having”need to recruit or make major changes“the company actually… quadrupled its net profit.”Today, finally, people are happy, well-being is there, and the company earns more money than before, he rejoices. In fact, I hit the jackpot, I hadn’t planned it… It’s almost a magic formula.”

Excerpt from “Companies: the revenge of employees”, a report to see in “Special Envoy” on January 20, 2022.

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