How relevant is this concept today? What are the specific needs of a company?
The PACTE law: a context that calls into question the structural organisation and CSR positioning of companies
Rudy Cambier introduced it: the PACTE law, which must come into force by 1 January 2020 at the latest, has put the issues of social mission, co-management, employee participation and governance back on the table. Corporate Social Responsibility (CSR) has been accentuated and strengthened to highlight a concrete need for organisational and structural change. As a result, and in a context of renewed economic, civil and social codes, more and more actors are talking about the need for economic/productive democratisation within the company.
An economic democracy? Thomas Coutrotan economist and author of "Liberate Work", would define it as a situation where :
"On the one hand, workers collectively have a decisive influence on the organisation of their work, i.e. more precisely on the necessary trade-offs between productivity, quality of working conditions and remuneration. On the other hand, the power to manage the company is democratic and not privative in nature. "» – Neo-liberation of work and self-management
This context of democratization translates into several challenges for companies
Responding to employees' loss of sense of belonging
Estimating one's place in a company as obsolete or (at best) going ahead, on one's own scale, on strategic decisions but having no commitments in return; these are real situations for employees in many companies today. Even in the SSE sector, which Loïc Blondiaux establishes as the place "where democratic principles are attuned to capitalism", companies do not always respect them. And, according to him, although the sine qua non of corporate democracy remains that the employee has "a say in the strategic choice of the company and [is] able to contribute his or her idea of the working environment", a loss of sense of belonging can only be resolved by fully participatory approaches, as tools such as Decidim allow.
Ultimately, increasing employees' sense of belonging within a company also means establishing a corporate culture that better reflects internal dynamics (interests, needs and visions).
...while taking a measured risk...
Decidim, being a modular and deeply configurable tool, allows to model the most ambitious approaches in terms of participation. It also takes into account the progressive learning and appropriation time required. These same characteristics make it possible to start with simpler approaches (a call for proposals) limiting risk-taking and to move progressively towards more complex processes (co-construction and monitoring of the implementation of an action plan). This free software can thus adapt to the desires and needs of governance while ensuring that the questions asked are those that meet the most realistic objectives.
It is through promises that are kept because they are achievable that companies protect the satisfaction of all stakeholders. It is by documenting the decision-making process that these companies, in the same way that a government opens up its data, ensure a degree of transparency that is always welcomed in the best possible way. According to a survey conducted earlier this month by Sparkup, "More than half [of the French] (58%) think that their questions and feedback are not taken into account by the management team or management. Result: 86% would like their company to be more transparent. . Open Source Politics thus encourages project owners to use Decidim's functionalities to report on the framing, evolution and monitoring of the project to create more traceability on the commitments made and in this way, avoid any form of frustration.
Prevent a decrease in autonomy?
Thibaud Brière added: "Thomas Coutrot noted that studies showed that in France, autonomy at work (of which he distinguished several categories) was decreasing. "Indeed, if there is democracy, what about autonomy? He underlines a paradox: "we have never talked so much about autonomy in companies, freedom, liberated companies, etc.". We can therefore wonder whether we are not talking about it all the more because the reality is less. "Autonomy or empowerment, collective intelligence methods allow employees to invest themselves personally and feel they are project leaders.