Director of Social Policy and Social Dialogue
Protect and Engage
Humanis, a leading player in the world of social protection, now plays a leading role in the fields of supplementary retirement, pension, health and savings. Joint and mutualist and constituted in multi-national federal architecture, the Humanis group is deeply rooted in the values of the social economy and always intends to better protect its customers and individuals as businesses of all sizes. Humanis is committed to providing sustainable solutions and quality services over the long term, with a focus on proximity, advice and listening.
Retirement and insurance
What is your welfare policy at work?
The Quality of Life at Work at Humanis is voluntarily apprehended in a broad way and covers fields as diverse as living well together, the physical environment of work, the work / life balance and supporting employees with social issues. This policy is part of everyday life as well as in the long term. In this context, the Quality of Life at Work Week is therefore a highlight of the company for 4 years and an opportunity to communicate using new devices or test new initiatives.
In what context do you set up Random Lunch?
Since the constitution of the group Humanis and the first participation in the Quality of Life at Work Week, we were very eager to set up meetings between colleagues from the same site but not practicing the same profession, or even from different companies prior to the merger. However, we had not found the logistical means to do it in a structured way, so we had to put this project to rest.
What goal does Random Lunch meet at Humanis?
The solutions proposed by Random Lunch are fully in keeping with the spirit of the user-friendly actions we implement as part of our Quality of Life at Work policy. They contribute in particular to our wish to develop good living together at work practices and to privilege as much as possible the creation and the maintenance of the link as well as the conviviality between our employees.
Based on the success of the pilot we conducted in October 2017 on six of our largest sites in Paris and in the provinces, we plan to renew the operation on a regular basis in the context of the next editions of the Quality of Life Week at Work, but also in the framework of more punctual operations (integration of newcomers on a site, exchange lunches with our leaders...).
This type of event contributes in an extremely powerful and playful way to achieve real internal cohesion and our goal of developing transversal relationships within the company.
What were the key success factors?
To succeed, this approach must first of all carry the support of the leaders. In order for this type of operation to be perceived as sincere and gaining support, it must also be consistent with a comprehensive and sustainable Quality of Life at Work policy. Some companies may be tempted to use the product to "make a bang" in terms of social marketing, at the risk of giving their employees the feeling that the quality of life at work is reduced to a day in the year ...
From an operational point of view, access to digital employees must be ensured and the solution must be simple and usable with a minimum number of clicks.
How was the concept received by the employees?
This is the action for which we had the most positive and spontaneous feedback from employees who participated and dared to try this adventure out. This type of concept works and expands mainly by word of mouth, and this helps to remove the apprehensions that some employees may have at first glance.
What feedback did you receive from your employees?
Here are some of the testimonials that our employees posted on our intranet: "I wanted to thank you for this wonderful initiative of the mystery lunches that facilitated the meeting of employees from different backgrounds. I invite you to organize the operation again so that everyone can ''grow'' their professional network. "
"A quick word to say that this mystery lunch was a very good idea, our meeting today went very well, we exchanged and shared information. And we left with regret because it was too short ... We should do it again and I think that word of mouth will do its work. "
"Just a little message to let you know of my return on the mystery lunch I attended. It was a great experience for me, where I was able to share a friendly moment with known colleagues but also to meet people I did not know. Without this initiative, it would have been impossible. As far as I am concerned and if the approach is renewed, I will gladly take part again!".
"Adoption has been fast and unanimous"
Eléonore Imbert People Development Manager
"A real success with the participants."
Erika Nizard Head of HR Development
"The craze was immediate and measurable."
Pauline Bazire-Lamy Human Resources Director
@24 Sèvres (LVMH)
"Fewer silos, synergies between departments... »
"Adapts perfectly with what is transmitted."
Marion Rousset COO
@Lion by The Family
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