Transparent evaluation to avoid bias

Like career management, performance appraisal is aligned with the work culture defined by the company. It is carried out in a transparent and documented way, and involves the contribution of several individuals to avoid any favoritism. This assessment takes into account both technical skills and cultural expectations. It's not just about promoting people with technical skills, but also those who embody the company's cultural balance. Alignment with collaboration patterns is an integral part of each employee's evaluation grid.

Creating a shared sense of justice

Career management at Alan aims to establish a solid framework and processes that foster a shared sense of justice. We have set up a coaching system where each employee benefits from the support of another team member. This coach helps the employee to envisage his or her medium/long-term future with Alan, and to develop the right skills to progress within the company. We also strive to help everyone cultivate patience, an essential trait of organizational justice to avoid frustration and promote balanced career development. In this context and faced with these challenges, the role of the human resources team is to develop processes that are sufficiently robust to foster a shared sense of justice. Although it will always be a feeling, if it's there, then decisions are understood, even if they're tough.

Empowering every employee

When it comes to skills development, whether you want to get involved in a specific project, or move into a new profession, distributed responsibility plays a crucial role. It's up to everyone to ask themselves: how can I begin to tackle subjects that are more related to this or that area? How can I make connections with the people involved, knowing that I have a more flexible scope of action? On the other hand, even if Alan has made a big bet on internal mobility to develop its people, it's imperative never to resort to it as an alternative to a situation that isn't working in a given position. And that's something we're very conscious of.

Retaining and developing cultural ambassadors to strengthen the system

Investing in company culture ambassadors and making sure you keep them is surely some of the best advice I could give to any HR person. I speak from experience! Prior to 2021, this career management issue was little explored at Alan, which led to the loss of certain talents due to a failure to properly address this subject. This was a real shame, as they would have been real drivers for the company's development. We have learned from this mistake and today we make it a point of honor to identify and highlight these emblematic individuals, who embody Alan's values and working methods. They exist at all hierarchical levels, are well known to all and are the essential pillars of our company's future development.

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