Insight we trust - Employees edition 2018

HAVING ENGAGED EMPLOYEES
IS GOOD

IT’S GOOD FOR...
in productivity
for engaged
employees.
IBET 2015
+21%
in absenteeism
for disengaged
employees.
+37%
of engaged employees see
themselves as long-term
employees of the company.
87%
BUSINESS THE EMPLOYER EMPLOYEES

SO WHY ARE
ONLY 11%
OF EMPLOYEES
EMOTIONALLY INVESTED
IN THE SUCCESS
OF THE COMPANY?
(#ENGAGEMENT)
State of the global workplace,GALLUP,2013
!11%

WHEN IT COSTS A LOT OF MONEY:
11,OOO EUROSPER YEAR PER EMPLOYEE
IBET 2015

BECAUSE THEY’RE NOT...
of employees say
they are not treated with
respect by their
managers.
HBR and TS 2016 // Accenture/Right 2016 // Anact, Fidal, Amplitude 2016 // Engagement and The Global Workplace Steelcase 2016
54%
RESPECTED RECOGNIZEDHEARD REWARDED
of new ideas proposed
by employees
are considered
by managers/companies.
11%
of companies give symbolic
rewards (other than
promotions, raises, or
bonuses).
27%
of employees do not feel
recognized for their work.
66%

IN A NUTSHELL, THEY DON’T FEEL
VALUED
Cadremploi Deloitte 2015
of employees do not feel
that they are being
considered at their fair
value.
70%

CONSIDERATION
ENGAGEMENT
→
BUT, CONSIDERATION IS THE
DRIVING FORCE BEHIND ENGAGEMENT

BUT, CONSIDERATION IS THE
DRIVING FORCE BEHIND ENGAGEMENT
CONSIDERATION
MEANING
TRUST
+
=
→
ENGAGEMENT
A DRIVING FORCE FUELED BY
THE TRUST AN EMPLOYEE PLACES IN THE COMPANY
AND THE MEANING THEY FIND IN THEIR WORK

TO BUILD TRUST AND MEANING,
INTERNAL COMMUNICATIONS MUST PIVOT
OBSESSED
WITH
WHAT IT SAYS
OBSESSED
WITH
THOSE WHO
LISTEN

MEANING...
TAKE THE FLOOR
TALK ABOUT WHAT
INTERESTS YOU
CONTROL EVERYTHING
THAT COMES OUT
ENSURE THAT IT’S
KEPT INTERNALLY
PRODUCE
INFORMATION
TALK ABOUT WHAT
INTERESTS THEM
SHARE
EMOTIONS
BUILD ON EVERYTHING
THAT COMES OUT
ENSURE THAT IT’S
RELEASED EXTERNALLY
GIVE THE FLOOR

THE REAL QUESTION WHEN IT COMES TO EMPLOYEES
IS NOT "HOW ARE THEY GOING TO TAKE IT?"
BUT RATHER "WHO DO WE TAKE THEM FOR?"

A
B
C
Besoin de participer
Besoin d’appartenir
I feel considered because
my individuality is valued
my critical thinking is valued
my kindness is recognized
MEANING
TRUST
I feel considered
because I am
changing the world
TO HAVE CONSIDERATION FOR EMPLOYEES IS TO MAKE THEM FEEL VALUED...

OMMAIR
TRUST
I AM, THEREFORE I THINK.
#BFF
1
A
C
2
A
B
THE MORE YOU KNOW
IS IT TOO LATE NOW TO SAY SORRY?
#OneTeamOneDream
OPEN UP
D TEACH A MAN TO FISH...
C COME ON BARBIE, LET’S GO PARTY!
B KNOWLEDGE IS POWER
D HATS OFF

OMMAIR
MEANING
HUMAN AFTER ALL
THINK OUTSIDE THE BOSS
3
A
C
4
A
B
HOW YOU DOIN’?
I’M DOING MY PART!
GENIUS AT WORK
OWN IT, IT’S YOURS
D I’M FREE (LIKE A RIVER)
C HOORAY, I’M USEFUL!
B I DON’T REALLY HAVE A TYPE
D A STAR IS BORN

1 I AM,
THEREFORE I THINK.
HOW?
THE MORE YOU KNOW
KNOWLEDGE IS POWER
TEACH A MAN TO FISH...
A
B
C
D
Don't take your employees for ignorants;
consider them as wise minds
1

65%
OF THE FRENCH SEEK
INFORMATION SEVERAL TIMES A
DAY.
NEXTRÉGIE
-FRENCH AND INFORMATION-
2018
11
A

The Big Nes
by Nespresso
-
2017
Getting 1,350 employees to read a 60-page
magazine is a real challenge. To make them
aware of both societal and corporate
challenges, the coffee machine manufacturer
adopted a bold strategy: spark curiosity
using a highly creative format. Manga, travel
diaries, and photographs bring topics such
as the recycling of aluminium pods to life.
Twist the classic internal communications
tools by using an editorially creative
format.
THE MORE YOU KNOW11
A

Radio Carglass
by Carglass
-
Since 2016
The car repair company adapts to
its audience by creating a radio station
tailored to it. Capitalizing on the workshop
staff's favorite medium, Carglass offers two
radio channels (Hit and Tube) with 80%
music and 20% news. The station is also
interactive: Employees can share information,
request shout-outs, and even suggest new
programs.
Choose the most relevant media and
formats to inform in an attractive way.
THE MORE YOU KNOW11
A

My E3
by Vinci Construction
-
Since February 2018
The My E3 app allows employees on the go
to access a wealth of information: reports, key
figures, and practical tips are published daily.
Employees in Vinci’s construction and civil
engineering group can interact, comment,
and like the content. The information goes
beyond the company as the app also features
the best of the world wide web!
Diversify information formats and expand
topics beyond business to make
employees want to interact and stay
informed.
THE MORE YOU KNOW11
A

Think Blog
by IBM
-
Since 2014
IBM created a collaborative blog. To spark
its employees’ and external stakeholders’
interest in technology, the IT company gives
a voice to its engineers and managers,
as well as experts and academic researchers
in the sector. They write articles on rich
and complex topics such as Artificial
Intelligence or Automotive Innovation.
Let the experts have a voice to gain
credibility.
THE MORE YOU KNOW11
A

80%
OF YOUTHS CLAIM THEY FOLLOW
POLITICAL NEWS, MOSTLY
THROUGH TELEVISION AND
SOCIAL NETWORKS.
AFEV
-YOUTH AND POLITICS-
2013
56%
OF FRENCH PEOPLE CLAIM TO
BE INTERESTED IN THE
ECONOMY.
KANTAR SOFRES
-THE FRENCH AND THE ECONOMY-
2017
11
B

The Whole Story
by Standard Chartered Bank
-
2015-2016
Through its message "Human Trafficking is a
silent crime, Money laundering its silent
partner," this campaign engaged employees
in the fight against financial crime.
The bank invested in its employees’
benevolence
and intelligence by demonstrating
the long-term consequences of financial
crime.
Never tell employees what to do without
explaining why they should do it.
KNOWLEDGE IS POWER11
B

Shape Our Future
by Seagate
-
2017
To raise employees' awareness on cyber
security matters, the hard drive manufacturer
ran a print campaign using familiar
blockbuster codes.
Use a familiar and pop-culture universe
to draw employees' attention to
a technical issue.
B

Imagine
by General Electric
-
2012
GE produced a magazine with a distinct
editorial line: informing employees about
the challenges facing the company and
the sector in the U.K. in a clear and concise
manner. By publishing a high-quality and
accessible magazine, GE succeeded in
engaging employees around very complex
subjects.
Give employees the tools needed to
understand the challenges facing
the business.
B

Project Solar
by Reward Gateway
-
2015-2016
When looking for investors, the HR
communications agency Reward Gateway
decided to carry out its mission in complete
transparency. Employees were able to follow
the entire process thanks to a dedicated
platform (Q&A, CEO blog) and films showing
the lead in meetings with investors.
Break down silos between stakeholders
so that each party can have
a comprehensive look at the company.
B

3
0
C IS IT TOO LATE NOW
TO SAY SORRY?
1
C

94%
OF EMPLOYEES
THINK THAT EXPERIENCE
IS VERY IMPORTANT,
EVEN ESSENTIAL,
TO ADVANCE.
CENTRE FOR MODERN WORKPLACE LEARNING
-7th ANNUAL LEARNING IN THE WORKPLACE SURVEY -
2018
1
C

Meeting Angel
by AXA Technology Services
-
2017
To improve the efficiency of its meetings,
Axa's IT department opted for a disrupting
method: Angel, a wrestling mascot, makes
surprise appearances in meetings to remind
people of the five basic rules for short
and productive meetings.
Dare to convey your message
in a humorous way so that employees take
the advice to heart.
1
C

The Hard Way
by KFC
-
2017
The fast-food chain set up a somewhat
unusual training tool. Using virtual reality,
new cooks were “locked” in a kitchen escape
room. The only way out: successfully prepare
KFC’s fried chicken recipe.
Motivate employees to train themselves
safely using gamification.
1
C

Racial Bias Training
by Starbucks
-
2018
Following a discriminatory event in one of
its shops, Starbucks coffee chain closed all
its stores for one day in order to organize
a training program on the issue of racism.
Employees watched several documentary
videos presenting African-American
perspectives on racism and participated in
discussion sessions on this theme.
When it comes to sensitive subjects, give
a voice to the parties affected to create
a platform for discussion and change
perceptions.
1
C

We Speak Together
by The Global Fund
-
2017
To help employees identify
and report professional misconduct
in the workplace, the organization for the fight
against HIV, tuberculosis, and malaria released
an interactive video. The employee is
immersed in a situation of professional
misconduct and learns to identify it and react
accordingly.
Use gaming to help employees experience
and learn to identify problems so they can
react better.
1
C

Guide to Raising Awareness
About Common Sexism in the
Workplace
by Action Logement
-
2017
The social housing organization issued a guide
to tackling sexism. By using concrete
examples of quotes or jokes, employees were
encouraged to reflect on their behavior
and change it accordingly.
Showcase concrete examples of ordinary
discrimination by presenting arguments
in an instructive way.
1
C

Fail Conference
by Microsoft
-
2017
Microsoft, the leading provider of IT products
and services, organized conferences
dedicated to failure. Participants shared
their experiences with each other
and attended speeches by experts
and entrepreneurs who have bounced back
after a failure.
De-dramatize failure and make it
constructive.
1
C

90%
OF EMPLOYEES THINK THAT
KNOWLEDGE SHARING IS VERY
IMPORTANT,
EVEN ESSENTIAL,
TO PROGRESS.
-7th ANNUAL LEARNING IN THE WORKPLACE
SURVEY -
2018
30%
OF YOUNG EMPLOYEES THINK
THAT TRAINING COURSES ARE
VERY IMPORTANT,
EVEN ESSENTIAL,
TO PROGRESS.
-7th ANNUAL LEARNING IN THE WORKPLACE
SURVEY -
2018
VS
11
D

The Observation Workshops
by Les Ateliers du Regard
-
Since 2011
Les Ateliers du Regard invites employee
teams to the Louvre to analyze works of art.
By deciphering the scene, expressing
their point of view, and bouncing back
on the remarks of others, a natural cohesion
is built and collaborative analysis results.
It’s about each learns from the others,
but more importantly, with the others through
collective intelligence.
Offer formats that encourage team
building beyond the purely professional
context.
TEACH A MAN TO FISH...11
D

Reverse Mentoring
by Eli Lilly and Company
-
Since 2015
The pharmaceutical company is
implementing reverse mentoring on LGBT
issues: A senior mentor meets with an LGBT
colleague to discuss and understand
their experiences as a member of a minority
group.
Use reverse mentoring to valorize
employees’ experiences and develop top
management personally
and professionally.
D

Nissan Tracker
by Nissan
-
2014
Following a photo and video competition,
the car manufacturer selected and trained 13
employees in journalism. They had
the opportunity to cover Nissan events
to help keep their fellow employees
informed. Live reports were broadcast
on the internal digital platform.
Leverage peer trust to inform employees.
D

Get to Know Me Guide
by BetterCloud
-
Each employee of the software vendor must
write a guide about themselves and their way
of working. Requirements, strengths
and weaknesses, and core values are some
of the items that help teams better
understand each other and work together.
Give employees the opportunity to share
their strengths and weaknesses to help
them better understand how to work with
each other.
D

Paypal in 90 Seconds
by Paypal
-
Since 2013
After learning that employees felt
disconnected from the company,
the payment service began creating short,
engaging weekly videos to share information
around the world. Some of the topics were
developed in collaboration
with the employees.
Interview employees to make sure
they become the source, the provider,
and the receiver of information.
D

HOW?
OPEN UP
#OneTeamOneDream
COME ON BARBIE LET’S GO PARTY!
HATS OFF
A
B
C
D
Don't think of your collaborators as enemies,
consider them allies
2
2 #BFF

30%
OF YOUNG EMPLOYEES
DON’T UNDERSTAND
HOW THEIR WORK CONTRIBUTES
TO THE COMPANY’S SUCCESS.
ORC
- GLOBAL PERSPECTIVE STUDY -
2017
46%
OF EMPLOYEES THINK THAT
THE COMMUNICATIONS
THEY RECEIVE ARE OPEN,
HONEST, AND HELP THEM
PERFORM BETTER
PROFESSIONALLY.
ORC
- WHAT MAKES A WINNING WORKPLACE-
2016
A
2

Shut up and Listen
by HSBC
-
Since 2012
The name of this program is as bold as
its principle: Teams gather for meetings
in which managers must, well, remain silent
and listen. Employees are responsible for
the agenda and duration of the meeting.
Managers simply have to hear them out.
Enable employees to express themselves
and managers to develop their listening
skills.
OPEN UP
A
2

Big Red Sofa
by HomeServe
-
Since 2016
After a challenging period with a low
engagement rate, the home services
company decided to hold bimonthly
meetings where employees could ask
their questions directly to the CEO
and managers.
In a relaxed, almost festive atmosphere,
the CEO responds candidly and takes
the time to address employees' questions.
Your employees mean well! Set up
face-to-face meetings for more human
and spontaneous interaction.
OPEN UP
A
2

Open Salaries
by Buffer
-
To achieve its goal of becoming a truly open
organization, the social network management
company took a bold step towards greater
transparency. They published all salaries
internally and externally and publicly
disclosed their wage-setting methodology.
Be transparent with all your stakeholders,
even on very sensitive subjects, to build
trust and foster loyalty among
your employees.
OPEN UP
A
2

Shadow ExCom
by AccorHotels
-
2016
To provide a fresh and critical look
at the company's strategies, AccorHotels
set up a Shadow Executive Committee.
Composed of six men and six women under
the age of 35, it works in parallel with
the monthly ExCom and contributes to
their agenda.
Leverage young employees’ knowledge
and experience by creating platforms
for dialogue with ExCom members
on the company's strategic issues.
OPEN UP
A
2

Corpiracy
by TBWACorporate
-
2016
To demonstrate the power of advocacy
in a playful way, a small secret group within
the agency organized a communications
hack. Employees were then able to take over
the visual identity and social networks
for a day!
Organize stunts orchestrated by
employees to blend surprise, excitement,
and advocacy.
OPEN UP
A
2

49%
OF EMPLOYEES
SAY THEY ARE PROUD TO SHARE
WHAT THEY DO FOR A LIVING
WHEN THEY MEET SOMEONE
FOR THE FIRST TIME.
YOUGOV SURVEY
2015
B
2

Behind the Brand
for BNP Paribas
-
The Behind the Brand campaign helped boost
employees' pride in the group's identity.
Through a gamified website, they were able to
grasp the importance of brand identity,
understand it, and make it their own with
a Tetris-like game centered on corporate
values.
Identity should not be a static concept;
employees must interact with it.
#OneTeamOneDream
B
2

Rebellious Self-Expression
by Dr. Martens
-
2016
To embody its rock 'n' roll identity, shoemaker
Dr. Martens gave all its employees a branded
vinyl. In addition, a bi-annual internal
publication, "On the Record," covered topics
chosen by the employees.
Bring brand identity and personality to life
through iconic objects.
#OneTeamOneDream
B
2

Change of Identity
for Edenred
-
June 2017
The transaction solutions group organized
events in 42 countries for the reveal of
their new identity: a special broadcast to
reveal the logo, rebranding of the offices
overnight to add an element of surprise,
a human logo formation to play with the new
visual cues, etc.
Use a major company change
as an opportunity to mobilize and celebrate
internally.
#OneTeamOneDream
B
2

Inside Out Branding
for Wales & West Utilities
-
2015
In the process of rebranding,
the gas distribution company brought together
several employee focus groups to choose
the creative concept that would become
the new visual identity.
Increase employees’ sense of belonging
by letting them choose the visual identity.
#OneTeamOneDream
B
2

C COME ON BARBIE,
LET’S GO PARTY!
2
C
2

98%
OF EMPLOYEES BELIEVE
THAT BIRTHDAYS BRING POSITIVE
RESULTS WHEN THEY ARE
ADVERTISED AND CELEBRATED
WITH COLLEAGUES.
GLOBOFORCE
- FALL 2014 REPORT THE EFFECT OF WORK
RELATIONSHIPS ON ORGANIZATIONAL CULTURE AND
COMMITMENT -
2017
STRESS LEVELS DECREASE
WHEN EMPLOYEES BUILD STRONG
RELATIONSHIPS WITH EACH OTHER.
ASSOCIATION BETWEEN PSYCHOLOGICAL DISTRESS AND A SENSE OF
CONTRIBUTION TO SOCIETY IN THE WORKPLACE
- BMC PUBLIC HEALTH -
2012
STRESS
2
C
2

The Dentsu Games
by Dentsu Aegis Network
-
May 2017
Connecting Paris to Tokyo virtually?
This was the challenge given to Dentsu Aegis
Network’s 12 agencies during
a good-natured competition.
In addition, giant zip lines and cocktail parties
allowed employees to meet. A friend in need
is a friend indeed!
Organize a challenge that lasts several
weeks to build lasting relationships.
COME ON BARBIE, LET’S GO PARTY!
2
C
2

Le Grand Défi Market
by Carrefour Market
-
2015
Based on the Fort Boyard concept,
Carrefour, a food distributor, created
a six-step game to allow local teams to meet
and compete in a grand finale in Marseille.
Create cohesion between geographically
distant teams to foster a sense
of belonging.
2
C
2

Blend Dates
by Nespresso
-
Since 2014
Nespresso's major annual gathering provides
a unique experience: interactive
presentations, a co-created show, a party,
and a series of challenges built around
a unique theme.
Offer an experience structured around
storytelling or a theme related
to the brand promise.
2
C
2

HomeViviality.com
by Pernod Ricard
-
April 2016
Initiated by nine young employees,
an Airbnb-inspired platform was created
internally to enable the wine and spirits
manufacturer’s employees to stay
with an employee when they travel
for business or leisure.
Create cross-border solidarity amongst
employees by taking cues
from the sharing economy.
2
C
2

42%
OF EMPLOYEES SUFFER FROM
A LACK OF RECOGNITION FROM
THEIR MANAGERS.
PARLONS TRAVAIL - 2016
D
2

Behind the Curtain
by Idemia
-
September 2017
At the end of the show presenting its new
brand to 300 external guests, the curtain fell,
both literally and figuratively.
Behind a curtain, 1,500 employees were
watching the show backstage. This theatrical
performance was a way to thank them,
unveiling the key to the success of the digital
security company: its people.
Don't hesitate to think big. It's not always
just the little things that count.
HATS OFF
D
2

Ashes
by Campofrio
-
2015
Following a serious fire in its factory, the food
company sent a moving letter
to its employees. Each letter was
accompanied by a brick made
from the ashes left by the fire. Employees
were invited to lay this brick when
the reconstructed site opened.
In times of crisis, remember to speak
to your employees with sincerity to show
that you are grateful for their presence
and support.
HATS OFF
D
2

#ITAGYOU
by Axa Bank
-
February 2017
Axa Bank created a special platform to give
its employees the power to acknowledge
their peers’ achievements. Employees could
celebrate the actions of their colleagues
by tagging them.
Use social media codes to create
a system of collective recognition.
HATS OFF
D
2

1 Million Smiles
by Arval
-
September-November 2016
To celebrate the milestone of one million
rented cars, Arval organized both real
and virtual campaigns. An event held
at the headquarters was broadcast live
around the world and a photo-sharing
and e-cart app initiated a collective
acknowledgement dynamic.
Mix real and virtual to maintain human
contact while modernizing the way
employees are valued.
HATS OFF
D
2

Awards
by Venables Bell & Partners
-
After an employee has been
with the communications agency for five
years, they receive a trophy and $1,000.
The only catch? This $1,000 has to be spent
on activities with colleagues! In addition,
an annual awards ceremony celebrates
employees’ commitment in a cheeky way.
Take for example, the "Ass-Kicker
of the Year" or "Golden Toilet" awards
for those who killed it throughout the year.
Humorously hijack award codes
to compliment employees.
HATS OFF
D
2

3 HUMAN AFTER ALL
HOW?
HOW YOU DOIN’?
I DON’T REALLY HAVE A TYPE
I’M FREE (LIKE A RIVER)
A
B
C
D
Don’t mistake your collaborators for mere staff,
consider them as human beings
3

72%
OF PEOPLE
GET THEIR BEST IDEAS
IN THE SHOWER.
HANSGROHE
-STUDY BY SCOTT BARRY KAUFMAN-
17mins
THE BREAK TIME WE SHOULD TAKE AFTER
AN HOUR OF WORK.
THE DAILY MUSE BLOG
2014
A
3

ASOS Festival of Learning
by ASOS
-
2017
In keeping with the company's promise
"Our mission is to give you the confidence
to be your best self," the e-commerce
powerhouse made a big splash: a one-week
festival filled with workshops to cultivate
the body and mind.
Show interest in employee well-being
by promoting their personal—not just
professional—development.
HOW YOU DOIN’?
A
3

Nike HQ
by Nike
-
The athletic apparel manufacturer offers
its employees a magnificent multi-hectare
campus. Two state-of-the-art athletic centers
(basketball court, Olympic swimming pool)
allow them to enjoy a balanced and healthy
lifestyle.
Organize workout sessions so that every
employee can thrive physically.
HOW YOU DOIN’?
A
3

Parental Leaves
by Etsy
-
April 2016
The American e-commerce company
has widely communicated on its 26 weeks
of parental for new parents, both men
and women alike. Employees were the first
ambassadors of this decision thanks
to a moving video that captured
the perspective of those who benefited
from it.
Supporting family development leads
to a stronger sense of loyalty towards
the company.
HOW YOU DOIN’?
A
3

7
8
B I DON’T REALLY HAVE
A TYPE
B
3

OF HR MANAGERS IDENTIFY
DISCRIMINATION PREVENTION
AS A PRIORITY.
APEC
- REPRÉSENTATIONS ET PRATIQUES
DE DIVERSITÉ DANS LES ENTREPRISES -
DÉCEMBRE 2015
10%
THE DIFFERENCE IN ENGAGEMENT RATE
BETWEEN DIVERSE TEAMS (MORE ENGAGED)
AND UNIFORM TEAMS (LESS ENGAGED).
SODEXO
-DIVERSITY IN COMPANIES-
2018
+14 pts
B
3

HSBC Now
by HSBC
-
2012
To prove that each of the group's 250,000
employees is unique, the bank created
a video channel to tell their extraordinary
stories.
Featuring employees who recovered
from cancer, have a professional rugby
career, or have to juggle work and Ramadan,
each video discusses an intimate subject.
Highlight employees’ individuality
by speaking about their life experiences
without taboos.
B
3

Women @ Dior
by Dior
-
2017
A mentoring program that matches students
with employees under 30. The luxury group’s
program aims to share employee experiences
and help women fulfil their professional
potential.
Implement a mentoring program
to contribute to the professional
empowerment of minorities.
B
3

Equals
by Accenture
-
2017
The consulting firm mobilized its employees
for an internal/external campaign promoting
gender equality within the company.
It produced a film and offered an advanced
screening for employees. Ambassadors were
then selected to embody the company’s
commitments externally.
Ensure CSR efforts are supported
by the employees who are committed
to them.
B
3

Employee Resource Groups
by Estée Lauder
-
Since 2012
Estée Lauder’s ERGs (Employee Resource
Groups) focus on specific communities
(Veterans, The Disabled, African-Americans).
Their objectives are to organize seminars
and conferences, participate in volunteer
programs with non-profit organizations,
and develop new programs and products
suited to their area of focus.
Combine business and CSR by facilitating
a discussion around different
communities.
B
3

No One Should Have to Hide
Who They Are
by SBS
-
2018
This humorous spot from Australian public
broadcasting network SBS features
employees trying to hide their religion,
pregnancy, or sexual orientation
from their colleagues in goofy ways,
thus condemning discrimination
in the workplace.
Use humor to demonstrate the need
for tolerance in the workplace.
B
3

37%
OF EMPLOYEES BELIEVE
THAT THEIR WORK IS USELESS
TO SOCIETY.
YOUGOV SURVEY
2015
70%
OF FRENCH PEOPLE TRUST NON-PROFIT
ORGANIZATIONS WHEN THEY HAVE
A WELL-IDENTIFIED PURPOSE.
KANTAR SOFRES/COMITÉ DE LA CHARTE
-CONFIDENCE BAROMETER-
TRUSTED DONATION
-
2017
C
3

Citizen Day
by L’Oréal
-
Since 2010
The cosmetics group has been organizing
Citizen Day for eight years now. It’s a workday
entirely devoted to community service.
All employees work together for major causes:
the environment, poverty, etc.
Support employees' volunteer efforts
through a dedicated daylong event.
C
3

Move Fifty
by Capgemini
-
2017
To celebrate the digital consulting company’s
50th anniversary, employees were given
the opportunity to enter a charity race.
Thanks to their efforts, 100,000 euros were
donated to three non-profit organizations
in India, Guatemala, and France.
Give meaning to sporting events
by allowing employees to have an impact
in the world.
C
3

No Straw Pledge
by Bacardi
-
2017
The spirits company is committed to reducing
the use of plastic straws, thus cutting down on
pollution. By launching an internal competition
to convince as many bars as possible to avoid
plastic straws, employees were given a key
role in reaching CSR objectives.
Give employees an active role in meeting
CSR goals.
C
3

Inter-Company Challenge
by La Parisienne
-
Since 1997
Carrefour, TBWA, Ipsos, and many others
participate in La Parisienne, a women’s
sporting event. This inter-company event
is intended to build cohesion between runners
and raise funds for the fight against breast
cancer.
Participate in inter-company challenges
to build solidarity between employees
and on CSR issues.
C
3

D I’M FREE (LIKE A RIVER)
D
3

97%
OF EMPLOYEES DESCRIBE THEIR
MANAGERS AS COERCIVE,
AUTHORITARIAN,
OR CONTROL-FREAKS.
LRN
-THE HOW REPORT: A GLOBAL, EMPIRICAL ANALYSIS
OF HOW GOVERNANCE, CULTURE AND LEADERSHIP
IMPACT PERFORMANCE-
2015
81%
OF EMPLOYEES WOULD PREFER TO MANAGE
THEMSELVES IF THE COMPANY CREATED
THE CONDITIONS TO MAKE IT HAPPEN.
GALLUP SURVEY
-EMPLOYEE ENGAGEMENT INDEX-
2011
VS
D
3

Results-Only Work
Environment
by GAP
-
Since 2008
Described as a "cultural revolution," clothing
company GAP implemented the ROWE
(Results-Only Work Environment) method,
which allows employees to work when
and where they want. The only criterion
for evaluating their work is results. The best
way to achieve them is entirely up
to the employee.
Allow employees to dictate their working
conditions.
D
3

The Small Factory
by Orange
-
2017
While the average employee age is 46,
the telecommunications provider is creating
an innovation program involving 30 people
under the age of 30. Their mission is to come
up new ways of working internally, more agile
and more digital, to accommodate future
generations of workers.
Set up a digitalization focus group
led by key stakeholders.
D
3

Netflix Vacation Policy and
Tracking
by Netflix
-
Since 2009
Unlimited vacation days, low-control expense
reports, parental leave of up to eight months,
open access to all internal documents...
The on-demand video platform adopted
a bold HR policy that bets on the autonomy
of its employees.
Treat employees as responsible adults
capable of making decisions in the best
interests of the company.
D
3

Holacracy
by Zappos
-
Since 2015
Gone are standardized work hours
and business units. At online shoe store
Zappos, each employee is free to define
their "role" in the "circle" they choose.
No manager leads the employees,
but coaches guide them in achieving
their objectives.
Disrupt hierarchical organization
by enabling self-management.
D
3

Weebly Wanderlust
by Weebly
-
Since 2015
To allow employees to broaden their horizons,
the website management platform offers
employees who have been with the company
for five or more years (or 10% of the total
payroll) six weeks paid vacation
and a round-trip flight to any country
in the world.
Give employees free time to nurture
their creativity.
D
3

4 THINK OUTSIDE
THE BOSS
HOW?
GENIUS AT WORK
HOORAY, I’M USEFUL!
A STAR IS BORN
A
B
C
D
Don't think of your employees as followers,
consider them as visionaries
4
4

50%
OF EMPLOYEES
KNOW THEIR COMPANY’S
PURPOSE.
DELOITTE DEVELOPMENT LLC
-CULTURE OF PURPOSE: A BUSINESS IMPERATIVE, 2013
CORE BELIEFS & CULTURE SURVEY-
2013
4
A
4

Cube
by Orange
-
2016-2017
Thanks to the Cube game,
the telecommunications service provider's
employees are challenging each other
on topics related to the new Essentials2020
strategy. The goal is to get them to
understand the company's vision and, above
all,
to embrace it by playing with it!
Encourage support for the company's
vision through gamification.
4
A
4

Bold Builders of the Future
by Edmond de Rothschild
-
2017
The company massively mobilized internal
teams when revamping its brand platform.
Through a quiz, employees were introduced
to the bank's new tagline: "The audacity
to build the future." Then, employees were
invited to interpret and give their opinions
on the vision through an internal photo
competition. Finally, the company created
informational content to explain the impact
this new vision would have on certain
specialties.
Present, Explain, Mobilize: The three pillars
to get internal teams to embrace
the brand's vision.
4
A
4

Fit Culture
by L’Oréal
-
2017
An app was developed to help new
employees understand and embrace
the company's culture. Employees have
access to content that decodes L'Oréal's
culture with sincerity, both the good
and the challenging. Through in-app missions,
they bring their knowledge of the company
to bear.
Approach corporate culture openly and let
employees point out positive aspects
and areas of improvement.
4
A
4

Convention FDJ 2020
by FDJ
-
2017
To involve employees in their new strategic
initiative, La Française des Jeux created
a spectacular event. After exploring
the strategy through an app, employees
played live: An experiential journey
was developed around the five major axes
of the 2020 project.
Foster the adoption of new concepts
through gamified experiences.
4
A
4

Photo Contest App
by BNP Paribas Fortis
-
2018
To bring employees together around a new
brand promise, BNP Paribas Fortis bank
has developed a dedicated app. Employees
could share photographs illustrating
the brand promise, participate in surveys,
etc.
Let employees feed the brand platform
or comment on it.4
A
4

54%
OF EMPLOYEES SUGGEST NEW
IDEAS TO THEIR MANAGERS.
ACCENTURE/RIGHT.COM STUDY
2013
11%
OF THOSE IDEAS
ARE TAKEN INTO ACCOUNT.
STUDY ACCENTURE/RIGHT.COM STUDY
2013
VS
B
4

The I-Project
by Altran
-
Since 2015
Engineering consulting firm Altran challenges
its employees to innovate through
an idea-sharing platform where they can
submit creative concepts.
A jury of experts then selects the most
promising projects for development.
Leverage competition to motivate
employees to participate.
GENIUS AT WORK
B
4

Let’s Talk Energy
by EDF
-
2018
In an internal dialogue of unprecedented
scale, the electricity supplier sought
employees’ opinions on the prioritization
of energy challenges and innovative solutions
to meet them. The consultations were
conducted in both physical and digital form,
and resulted in approximately one hundred
proposals that will be further developed.
Involve employees in planning
the company's future.
GENIUS AT WORK
B
4

Oui Link
by Oui SNCF
-
Since 2016
The railway company created its own internal
startup incubator! Selected startups join
the Oui Link space and collaborate
with employees on their projects.
Bring employees and startups together
to foster relevant innovation.
GENIUS AT WORK
B
4

45%
OF COMPANIES
HAVE CREATED
AN AMBASSADOR PROGRAM
TO GET EMPLOYEES
INVOLVED IN MAKING
THE COMPANY VISIBLE
ONLINE.
BUSINESSES AND MEDIAl
-SOCIAL MEDIA GOVERNANCE STUDY-
2015
C
4

La Route des Likes
by APRR
-
2016
The Route des Likes caravan traveled all over
France to meet the highway network’s
employees and familiarize
them with Facebook, Twitter, LinkedIn, etc.
This gave employees the keys to becoming
APRR's best ambassadors on social
networks.
Use your employees' advocacy potential
to humanize your vision.
C
4

Nordic Choice Tour
by Nordic Choice Hotels
-
2017
The CEO of this hotel chain went
on a three-week road trip to meet 5,000
of the group’s employees. In the eyes of top
management, it was crucial to meet the
people who shape the brand every day.
Creating a corporate culture that reflects
the on-the-ground reality is a source
of inspiration.
Take the time to build a vision
that matches the insights of employees.
C
4

My TBS
by TBS
-
2018
To boost employee adoption of a new digital
platform, the brand set up an ambassador
program. For each action carried out
on the internal platform, the employee earned
points and was thereby valued.
The platform fostered bottom-up information
sharing, allowing each employee to become
a key contributor to the brand.
Use a collaborative and bottom-up app
to support business development.
C
4

54%
OF EMPLOYEES
REPORT CHOOSING A CAREER
THEY FIND MEANINGFUL.
DELOITTE
-MEANING AT WORK OR NOTHING-
2017
D
4

Calling All Creators
by Adidas
-
2015
To embody its "Creating the New" vision,
Adidas opted to launch an internal campaign,
"Calling All Creators," that illustrates
designers' mentalities and how they try
to reinvent the brand's classics.
In parallel, a contest encouraged employees
to use Adidas codes to create a video
that captured the creative atmosphere
in their workplace.
Encourage employees to take ownership
of the vision by presenting
it in a new format.
A STAR IS BORN
D
4

A l’épreuve du goût
by Système U
-
2017
To bring its "Commerçants autrement" vision
to life, the traders cooperative spotlighted
its fresh-produce experts. During
a MasterChef-inspired talent show, employees
competed in three rounds: knowledge test,
product recognition, and culinary preparation.
The 14 10-minute videos were broadcast
on MyTF1 and social networks, turning
employees into real stars.
Use TV production and broadcasting codes
to promote employees.
A STAR IS BORN
D
4

Silence, ça enregistre
by RATP
-
2014
Through a program inspired by reality TV
competition shows, public transportation
company RATP conducted a four-day casting
with its 45,000 employees to select the 20
“voices" that would have the privilege
of informing users about the state of rail
traffic.
Personify the company by allowing
employees to be its face and voice.
A STAR IS BORN
D
4

Go Beyond
by Sheraton
-
2014
The film and its print variations celebrated
employees’ impressive dedication on a daily
basis. For the hotel chain, it was a way
of demonstrating to employees that their
commitment and passion for the business
are fundamental elements of the group's DNA.
Create public campaigns that promote
employees to show that they make up
the brand identity.
A STAR IS BORN
D
4

Partner Insurer
by BNP Paribas Cardif
-
2014-2015
Insurance company BNP Paribas Cardif gave
employees the opportunity to create
the international launch campaign
for their new brand platform.
During a photoshoot, employees were asked
to represent and convey the brand's
personality.
Give employees free rein to express
their vision for the brand’s platform.
A STAR IS BORN
D
4

A
B
C
MEANING
TRUST
I feel considered
because I am
changing the world
Vacation Before You Start
Volunteer Leave
ShipIt Days
Kuddos
Feedback
Mood App
ATLASSIAN

A
B
C
MEANING
TRUST
I feel considered
because I am
changing the world
Flexible Workspaces
Day Site with CEO
All-Staff Meeting
Culture Compass
Imagine
Vote Yes
GENERAL ELECTRIC

Insight we trust - Employees edition 2018

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Insight we trust - Employees edition 2018