Employees the driving force behind the company

As part of the Great Place To Work 2022 evaluation, employee satisfaction was assessed once more a year later via a quick survey. More than half of our employees consider Valrhona to be a good place to work. We have used the results to identify areas for improvement and put in place a structural action plan based on six main priorities so that we can make progress on each indicator.

• Setting up consistent processes to ensure fairness
• Developing managerial  skills
• Working on tangible and intangible recognition
• Improving working conditions for all employees
• Regular communication about strategy, ambitions and governance
• Prioritizing projects to reduce team workloads

EMPLOYEES AT THE HEART OF THE PROCESS

Valrhona has set up a tool enabling managers to anticipate risk factors and support their teams. More frequent, targeted surveys are organized to measure the impact of the actions implemented. The aim is to collect information on employees' needs throughout the year and meet them as closely as possible, while adjusting actions accordingly. The 2023 survey assessed the impact of initiatives taken by local management. The results are very encouraging, proving that quality of life at work is essential to business performance. A new GPTW assessment is scheduled for 2025.

EVIDENCE FOR EACH EXAMPLE AND EACH TEAM:

• Valrhona's Marketing team has set up a system designed to help them get to know each other better and work as a real team, with seamless communication. During team seminars split over three days, a coach helped employees gain a better understanding of themselves and of the people they work with.
  AIMED AT: Improving interpersonal skills by better understanding each individual's personality.
• The Finance teams have agreed on departmental good practice to provide consistency across and standardize communication. Every month, for example, "Le Gang des Doudounes" organizes a meeting where the thirty people in the Finance department get together and share their news, future challenges, and key data.
  AIMED AT: Facilitating the flow of information and understanding key issues in the various sub-divisions.
• Several times a year, Shipping organizes fun events to thank teams for their commitment, and to share some time together over breakfast, with food trucks, and so on.
  AIMED AT: Recognizing employees’ hard work.
• The Store teams have asked for support with their health and sports initiatives. To this end, a coach specialized in corporate sports provides them with a specially adapted activity.
  AIMED AT: Combating health problems such as back pain and musculoskeletal disorders

The Management teams, supported by the HR team, are working hard to improve Valrhona’s score by 2025.