A flex revolution for the 2,500 employees of the digital acceleration leader, spread across 40 sites worldwide, who now work 60% of their time remotely.
Created in 2005, Jellyfish supports 250 of the biggest brands (Carrefour, Club Med, Orange, Yves Rocher, Google, Harrods, ...) in their digital acceleration, shaping their future in all fields, whether it is e-commerce, consumer goods, entertainment or gaming. As a true digital partner of brands, Jellyfish has more than 2,500 digital experts in 40 locations worldwide (19 countries), including 380 in France. Since the Covid crisis, Jellyfish has more than doubled its workforce, notably through the acquisition of ten companies worldwide in 2021.
With an HR team of more than 80 people, Jellyfish has, since its inception, adopted a disruptive, non-pyramidal HR approach based on mentoring, skills development and anonymous promotion. Being disruptive also means knowing how to adapt very quickly in response to an emergency and looking far ahead with a coherent strategy. This is what Jellyfish was able to do from the start of the health crisis with the internal development of a solution allowing employees to book a desk while respecting physical distancing and guaranteeing everyone's safety. The long-term vision linked to the desire to implement a new, sustainable mode of hybrid collaboration has overcome the limitations of this solution, which is highly appreciated internally, and has opened the door to Deskare with a complete solution dedicated to the overall organisation of the remote work policy.
While today, Jellyfish is accelerating its hyper-growth and aims to have 3,000 employees by the end of 2022 (250 positions already open, 20% of which are in France), the startup, under the impetus of Hélène Weingartner, People Director of Jellyfish, is proudly deploying its international remote work policy with Deskare, to offer each employee the opportunity to build their working time between home and office.
Like many companies, the Jellyfish "before COVID" meant everyone in the office except for 1 day a month, when remote work was allowed. That was the world before. As early as July 2020, the HR team pivoted to move all employees to 100% remote and focus on the future remote work policy.
At the same time, the team of developers will design, according to the governmental decisions of each country, an internal solution allowing to leave the door open to all those wishing to come to the office. The internal application "Desk Today" was born; a temporary solution deployed worldwide from September 2020 to be able to book a desk while respecting physical distancing and guaranteeing the safety of all.
"We're proud that we were able to adapt so quickly, and that we were able to initially design an in-house office reservation solution right at the start of the crisis. Our teams were exemplary and highly imaginative! Although this solution was able to cope with the urgency of the situation, it was based on an improved Excel file, and we were already thinking of completely revising our remote work policy. Right from the start of the crisis, we recognized the shockwave that was going to be unleashed on the organization of work, and we wanted to welcome and support it intelligently and sustainably," explains Hélène Weingartner, People Director at Jellyfish.
His team started looking for solutions to measure QWL, engagement and the needs/desires of all employees in terms of new collaboration rules.
"At Jellyfish, there is no lasting transformation without listening and exchanging with our employees. We are very attentive to their opinions, perceptions and ideas in order to make informed decisions; especially when it comes to the transformation of collaboration, therefore of Human. This is how we build our common culture." adds Hélène Weingartner.
At the end of this reflection phase, the Jellyfish HR team decided on its long-term need to support its new flex office policy, allowing 60% of remote work per month: a user friendly solution that is easy to develop and adapt internationally, based on trust and flexibility, offering dynamic dashboards and interfacing with Sage HR software. After studying various solutions around the world, Jellyfish opted for Deskare, the only French solution (cocorico) allowing to manage this new allocation of working time in an agile way.
"Deskare assures us that a new employee will be welcomed in the best conditions, in the office with his team."
The Deskare solution was tested in August 2021 before being deployed in pilot mode in 6 different offices around the world (Europe, Americas, Middle East...) in early 2022. In line with the positive local feedback, the solution was deployed from April 2022 in the group's 17 countries.
Having an intelligent hybrid work management solution is also a way to ensure a successful Onboarding, especially when you are in hyper-growth.
“Deskare allows us to ensure that a new employee is welcomed as they should be, at the office with their team, that they know where to set up from their interface and know where to find their new colleagues, whether they are at home, in the office or anywhere else. Collaboration, transparency and trust are 3 key elements of a successful onboarding.” says Hélène Weingartner.
Today, the Deskare solution allows all Jellyfish employees to:
And allows the HR team to have key data for evaluating or developing its strategy:
“This is valuable data on team presence in the office, space attendance, average occupancy rates, etc. to make the right decisions based on the actual practices of employees, teams, and actual space consumption. In concrete terms, thanks to Deskare, we can now rethink our spaces intelligently, regroup our teams, absorb growth without moving and above all... rehumanise while rationalising!” says Hélène Weingartner.
"This collaboration between Jellyfish and Deskare is a sign of the new "normality" of collaboration within our company. Thanks to a team that is very attentive to our needs, we are co-building an almost tailor-made solution and Deskare now meets 99% of our needs! Benjamin PipatCSO of the group.
This satisfaction is amplified by a common ideation policy that allows the two companies to imagine new features together, serving all companies that seek to intelligently manage their remote work policy.
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