Employee commitment and social security coverage: a complex balance

Employee engagement: a strategic challenge for HR departments

The gap between employees' commitment and their concrete, operational and immediate expectations, and the strategic priorities of companies with their sometimes uncertain deadlines, is a real headache for HR departments in all areas of HR policy!

The most frequently mentioned example is that of remuneration, between the interesting levers of deferred remuneration and the indispensable need for immediate purchasing power.

QVCT is no exception to the rule, between successive organizational overhauls, prevention initiatives but pressure onabsenteeism and workplace accidents, weekly and/or annual reduction in working hours but extension of the legal retirement date to 64 years (to date), etc.

QWC and employee commitment: a complex equation

In this jungle of contradictory injunctions, listening (actively!) to employees must more than ever be at the heart of our HR practices: local managerial listening and HR listening in the field, as well as more institutional listening thanks to surveys and other internal surveys that AI makes increasingly relevant thanks to the possibilities of verbatim analysis.

But to borrow a famous line from a tasty twentieth-century politician, beware of the famous "wasn't that the question? Yes, but that's my answer!

The aim is not to turn our HR convictions into "must-dos", but rather to turn our teams' "must-haves" into priority bricks at the heart of our social policies: this is indeed an inverted managerial logic, just as inverted organization charts represent an organization in which management supports teams, unlike many vertical habits that increase the mental and physical load!

It's not a question of opposing schemes, but of reconciling the diversity of contexts and solutions.

Gerep: a strategic partner for employee engagement

It's in this collaborative spirit that brokerage and management companies like Gerep, a company with a mission, must now intervene: with the shared aim of improving social and therefore economic performance, and vice versa, by leveraging employee well-being, both inside and outside company walls.

The comprehensive, tailor-made approach advocated by Gerep, which advises companies, their representatives and their employees on social security coverage, enables us to offer complementary , tailored solutions for health, provident, retirement, QWL and employee savings schemes.

This personalized approach, adapted to the diversity of individual situations - in terms of professional, family and medical circumstances - and adaptable to "life cycles" (needs are not the same for childless singles at 20 as for families at 35, or senior citizens in the latter part of their careers), is undeniably a criterion for the relevance and efficiency of our organizations' social policies.

Thanks to their perfect holistic knowledge of the "market" and their close proximity to all its players, Gerep's teams are in a position to offer us real solutions to our problems. to today's issues of employee engagement, by responding precisely to the most diverse reciprocal expectations and generating a truly positive social and environmental impact in our ecosystem.

In addition to the necessary expertise, supported by the controlled use of digitalization and the exploration of the exceptional capabilities ofAI to process and analyze massive volumes of data in record time and transform them into so many levers for strategic and relevant decision-making, supporting HRDs in the search for suitable levers for employee commitment requires great capabilities in terms of social and professional dialogue.

Gerep's teams, fully committed and invested in supplementary social protection beyond their role as consulting brokers, benefit from this strong sensitivity to joint dialogue and risk prevention, inviting us to adhere to this approach in line with the expectations of all the company's internal and external stakeholders.

Employee commitment, a priority for 2025 and beyond

Let's bet that this collaborative culture and unique approach will be at the heart of the discussions we're all sure to have in the near future, as we analyze our provident and healthcare expense results, as well as our employee surveys, and decide on our coverage choices for 2025.

Stay tuned!

Hervé Baron

Ex-HRD of McDonald's, Transdev and Evian