Article of, Grant Alexander, French member of InterSearch Worldwide.
By 2024, two-thirds of companies had already formalized a remote work agreement (Insee, October 2023), and one-third of employees practiced it regularly (Dares, November 2024), with a dominant format of 2 to 3 days of presence in the company’s premises. However, last year was marked by the questioning of agreements concluded in many organizations, particularly in the United States. This reversal was sometimes poorly received internally.
How should we approach this issue in 2025? To what extent and under what conditions does remote work remain positive and desirable for the organization and employees?
Understanding Underlying Trends
The development of remote work is part of a societal shift, certainly amplified by COVID, but pre-existing. Technological upheavals over the past 15 years have multiplied communication means and spaces while blurring the boundaries between personal and professional life. Younger generations are entering the job market with a different relationship to the company, to work organization methods, and a very different approach to the notion of engagement.
The Real Issue: Engagement
Remote work is neither inherently good nor bad. It is an organizational method designed to help the company meet its main HR challenge: employee engagement at all levels.
The “Hybrid” Company
The hybrid model is likely to prevail — flexible in organization (blending on-site and remote work) and adaptable in duration (able to adjust to constraints or upcoming changes). 2025 will not mark the end of remote work, but rather the continued development of new approaches, new organizations, and the necessary reinvention of management methods
About Grant Alexander
InterSearch member in France, Grant Alexander has been a partner in the performance of organisations and their leaders, providing them with comprehensive support for all their skills management and development needs, always with a tailor-made response for over 30 years.
A multi-specialist HR consulting and services group, with 4 activities (Executive Search, Executive Interim, Leadership Development, HR & Organisation Transformation), it operates in all sectors, on all functions (managers/experts /rare profiles), throughout the world. It has several offices in France (Paris, Lyon, Marseille, Nantes, Toulouse), an office in Abidjan for Africa, and is an active member of InterSearch, of which it is the exclusive partner in France.
A socially committed player, Grant Alexander is Lucie 26000 certified.
Our mission: “We are committed, every day, to enable organisations and their leaders to build an enthusiastic future by opening up new perspectives and helping them to develop their full potential.”
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