The transformation will bring success for everyone
With Bérengère Grandjean
Bérengère Grandjean is CNP Assurances’ Chief Human Resources Officer. Step by step, she is orchestrating a cultural and managerial transformation by combining well-being and effectiveness.
Question : What does “getting the working community to pull together” actually mean ?
Answer : The project aims to bring about a significant change in how we operate and act on a daily basis, irrespective of whether we are managers or employees. It’s a concrete goal that we are already pursuing, and we want to move even more rapidly.
Question : How do you plan to go about this?
Answer : We are going to nurture four key changes. Rolling out the collaborative experience so that we can work together more effectively. Embracing agile management methods that motivate and provide accountability. Cultivating our brand identity – basically our pride at being part of the organisation – and, lastly, experimenting even more with new ways of working to boost our effectiveness and quality of life.
Question : Does the quality of work life agreement signed in 2017 provide a framework for this ?
Answer : The new agreement aims to achieve the best possible working conditions for our employees amid the ongoing transformation in the insurance world. It incorporates all the advances of recent years and maps out areas for future progress, such as teleworking and the right to log off. It also talks about making decisions jointly and encourages experimentation.
Question : How do you make joint decisions on such a far-reaching transformation ?
Answer : By taking things one step at a time. The first – known as acculturation – is to immerse ourselves in the changing world via events, presentations by specialists, etc., and to share feedback. We also conduct internal polling about teleworking trials, for example. On a personal level, I took part in a learning expedition to the United States with the FFA to get a better handle on the practices that are shaping the digital world of work and to learn lessons for the Group.
Question : Which of these new ways of doing things will you adopt ?
Answer : We will see during the second stage. Between March and June 2018, we plan to hold around 50 workshops to make joint decisions about the roadmap for our transformation. That will be followed by the third stage – implementing the decisions we decided on jointly in these workshops.
Question : Digitalisation requires different skill sets. How do we acquire them ?
Answer : Firstly, by investing in training. In 2017, 85% of employees completed at least one training course. We are taking a fresh look at our skills guides to highlight the impact of digitalisation on each job and help every employee to see what the changes mean for them. And also by hiring people with cutting-edge digital skills.
Question : How would you sum up the programme ?
Answer : We are conducting our first large-scale trial of collaborative working, and everyone will be involved in making decisions about the New CNP Assurances, one way or another. It will bring success for everyone.