The Great Resignation: these two years of the pandemic have caused a phenomenon unprecedented in the American history of labor called “The Great Resignation”, which impacted all business sectors and all hierarchical levels; other countries have seen a similar mechanism. This is a massive phenomenon of employee resignations that has affected Publicis Groupe like other large companies. Significant recruitment efforts were carried out in parallel, with a net flow of more than 10% of the workforce in 2021.
Employee contracts are broken down as follows:
Work is organized around project management requirements and is tailored to meet client needs and the expectations of the employees themselves. Working hours are governed locally by laws and regulations. These two years of intense working from home have not only made it possible to rethink the work of the future, but also to reinforce the rules to be respected by all in order to facilitate the disconnection of employees.
The completion of projects for clients often requires flexibility on the part of employees; in return for this flexibility, the local management of the agencies implements measures to compensate for their efforts and to enable them to have more time during the summer periods (e.g., in summer, Friday afternoons are not worked in several American agencies) or during major holidays, such as in China (Chinese New Year, etc.), India (Diwali, etc.) or the United States (Thanksgiving, etc.). At the height of the epidemic and lockdowns, 95% of the Groupe’s workforce had switched to teleworking; for less than 5% of the workforce, on-site presence may be required, particularly in support functions, such as the continuity of service of IT teams, or for general service teams in charge of building maintenance and security.
(1) Definition: the absenteeism rate is equal to the total number of lost days, for absences other than paid leave or maternity/paternity leave, divided by the number of business days in the year.
