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Well-being program just launching
Récognition from the business, for all functions including Hr
Celebration: partially done, more virtual games. When possible physical celebrations
Helping others, create transversalité among teams

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Recognition: mentioning functions in townhalls, coms from FJ
Celebration: offsite
Helping each other: workshops, meetings between teams not only at manager level

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FJ to decide on recognition from business
Celebration: pursue in place actions,

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Offsite when Covid is over

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Regular HR meeting using video to remain connected

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Regular HR meeting using video to remain connected

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Informal calls, meeting colleagues at the office

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Informal calls, meeting colleagues at the office

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Prioritise meetings where you have added value. If no value, then no meeting (one HR representative suffise)

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Prioritise meetings where you have added value. If no value, then no meeting (one HR representative suffise)

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Free up your diary and block appointments for yourself!

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Free up your diary and block appointments for yourself!

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Push back demands (non urgent) and take time to review priorities

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Push back demands (non urgent) and take time to review priorities

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Free up our time to focus on the value add/important tasks.  Prioritising meetings where you have added value; reduce the number of HR reps where possible.  Address email and meeting efficiency (work in progress). We can start this now - discuss with colleagues who will attend/debrief meetings to save each other time. Book shorter meetings and focus on being more efficient. Consider timezones and personal time.

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We believe this is high importance but often gets pushed to the bottom of the pile when we have to deal with business demands. We can develop good behaviours and take care of ourselves which could also positively benefit those we work and live with.

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Work with the business to ensure that people take the time to recognize and celebrate efforts. From an HR perspective, use our comms channels to better share information amongst ourselves as well as the wider business.

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Participate to the HR wellbeing program : compulsory. HR Manco members should take a few minutes a week to thank their teams and recognize work (through emails or anyother way like calls etc...) 

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Participate to the HR wellbeing program : compulsory. HR Manco members should take a few minutes a week to thank their teams and recognize work (through emails or anyother way like calls etc...) 

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45 min a week and sessions like today

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Take time every week to assess if you maintain all meetings in your agenda. Communicate with your HR colleagues to ensure there are only a few HR participants in each meetings with a true addedd value. Don't hesitate to reduce meetings to 30 min if possible. Be cautious on transversality : as an ex, catch up 5 min with participants

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Take time every week to assess if you maintain all meetings in your agenda. Communicate with your HR colleagues to ensure there are only a few HR participants in each meetings with a true addedd value. Don't hesitate to reduce meetings to 30 min if possible. Be cautious on transversality : as an ex, catch up 5 min with participants

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Manage Business expectations when they ask for crazy deadlines that do not suit with the HR agenda. Adapt only if it makes sense to a closer deadline in case of urgency/high importance (ie : true individual HR matter). Projects and HR processes  (CRP, etc...) should be implemented based on the HR agenda timeline. 

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Manage Business expectations when they ask for crazy deadlines that do not suit with the HR agenda. Adapt only if it makes sense to a closer deadline in case of urgency/high importance (ie : true individual HR matter). Projects and HR processes  (CRP, etc...) should be implemented based on the HR agenda timeline. 