A demonstrated link between employee engagement and company performance:
The "Q12 Meta-Analysis" study conducted by Gallup, a survey and analytics research company, demonstrates the link between increasing a company's sales performance and employee engagement. This global study of millions of employees and thousands of employers focused on the 12 elements of the "Q12", to measure employee engagement. These questions cover aspects such as clarity of goals, recognition, professional development, management support, etc.

Companies with more engaged employees also perform better in terms of productivity, customer satisfaction, customer retention, reduced employee turnover, and profitability.

In summary, Gallup's "Q12 Meta-Analysis" study provides strong evidence of the link between employee engagement and a company's business performance, demonstrating the importance of creating a work environment where employees feel valued, supported, and engaged.

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The keys to the commitment to be implemented:
Define, plan, implement the key elements of employee engagement in achieving the company's objectives clearly stated by management.
Proposal of the HRIS solution software of different companies according to the typology of your company

The different elements of the engagement cycle:
Recruit
Produce job descriptions, create a business case for a scenario, help in the selection of candidates via advice on the recruitment process and interviews

Integrate
Define or amend the onboarding process, create or amend the modules necessary for the integration of new employees, evaluate what has been learned at the end of the integration process

Setting Goals
Define the performance objectives (What) that will be evaluated as well as the qualitative objectives to monitor the expected processes (How)

Mid-stage evaluation
Formalization of the evaluation process based on the exchange after prior preparation by the employee and the manager, confirm the achievements, good performance and good practices and set the paths for improvement for the rest of the year

Evaluate and report annually
Carry out a factual review of the performance and good practices of the entire year. Discuss possible avenues for development. Set goals for the coming year

Develop
Identify and/or meet employees' expectations of development desires/needs through coaching, experience sharing or training actions

Reward
Define and implement bonus plans in line with defined quantitative objectives
Define and implement communication actions to recognize and reward qualitative and quantitative performance

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Each element is worked on with management, managers and employees, taking into account everyone's expectations to define the key elements implemented or to be implemented.
• Planning of all tasks on the annual agenda
• Implementation of internal tools or implementation of an HRIS tool within the company
• Assist with a brief prior to each step and possibility of coaching managers at the various interviews

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The implementation of these elements requires rigour, know-how and experience. Their application within large structured groups allows me to enhance their value while ensuring that they are easily exploitable within a small and medium company.

They guarantee the development of the company's financial results through a stronger commitment of employees who have a precise vision of the company's ambition and their personal involvement in this ambition that they share since they contribute to it and also reap the benefits.