GESNORD improves the well-being of its employees

Recruitment and training:
The recruitment policy is based on the return to employment of job seekers, regardless of their origin, skin color or age.
New hires benefit from an onboarding booklet and training both internally and externally.

Career:
Gesnord has set up a GPEC (Gestion Previsionnelle des Emplois et Competences) in order to discover and develop the talents within the company. The company has adopted an approach that is radically different from traditional call centers by promoting self-management and the importance of the team.

Improving working conditions:
The tasks performed by Gesnord require a high quality of listening and concentration. In order to anticipate the difficulties of the job, the company has established timetables for employees that include periods of rest and recuperation.

The directors prioritize skill and motivation. The diversity of the company’s workforce is a rich asset because it favors exchanges, team spirit and solidarity. It is also an important factor for building confidence and the involvement of all employees. The director regularly perform the same tasks as the other employees, which allows them to discuss informally all of the issues facing the company.

Internal training, developed and provided by the employees, is another strong asset for the quality of service offered to customers and for the integration of members into the team. Each employee thus becomes aware of the importance of his or her role in the daily life of the company, so that each can perform his or her job under the best possible conditions.

Internal training imparts upon the employees the values and flexibility that are so radically different from the traditional market codes of traditional call centers. Training in stress management is also provided, if necessary.

The team also benefits from a budget to organize each quarter their own event.