Telecommuting to attract and retain employees in the context of a labor shortage

Even if the health emergency is lifted, like most measures, teleworking will remain with the CUSSS de la Capitale-Nationale.

The organization made the decision in June 2021 to implement teleworking as a permanent measure. Initially imposed due to the pandemic, it is now being offered to thousands of employees on a voluntary basis. According to CIUSSS, the measure has been very successful.

Like nearly 4,000 of her colleagues, HR Director Marleen Cameron has chosen to work from home. In particular, teleworking enables him to combine work and family life.

“Transportation is certainly a big issue, also a big impact,” she explains.

She lives on the south coast of Quebec and every day avoids the stress caused by a long drive in traffic.

“Especially at current gas prices, it would be almost $150 to $200 a month on gas,” Ms. Cameron continues.

Not only workers benefit, the CUSSS de la Capitale-Nationale also benefits.

“We see that there is obviously an increase in performance in different areas. We also have concrete physical impacts, such as freeing up space, freeing up parking spaces, which pose challenges for our organization,” explains Éric Daneau, Assistant to the Director of Human Resources and Communication.

Furthermore, in the context of labor shortages, teleworking is an important argument for hiring and retaining employees. It also allows to expand the scope of recruitment and hire people from other regions or even other provinces.

“I have one person on my team who moved to Lac-Saint-Jean during the pandemic. Before the pandemic, I would have lost her as she moved for family reasons, but with the ability to work remotely, she is still on my team,” says Ms. Cameron.

Although remote work is to be preserved, the CIUSSS de la Capitale-Nationale intends to measure the psychosocial impact of such a measure.

“We give ourselves the right to adapt over time, see developments and always listen to our employees,” says M Daneau.

But by Marleen Cameron’s own admission, a full-time return to the office would be difficult: “Probably people on my team will turn to a maybe more hybrid mode, but 100% face-to-face, that would be difficult to go back…” , she said.

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