For today’s talent to stay and perform, they need to know where they are heading, how they are progressing, and how they are being rewarded.
We help you build a performance culture that aligns your employees' objectives with your company's strategy.
Gone are the days of the simple “year-end review”.
We implement a structured methodology to maintain engagement throughout the year:
Clear, measurable objectives aligned with the company's vision.
Establish regular check-ins to course-correct quickly, without waiting for the annual review.
Training plans and coaching to help your teams grow.
Design of fair and motivating bonus schemes and variable pay structures.
In France, performance management cannot be improvised; it is governed by strict legal obligations. Ignoring them exposes you to legal risks.
We integrate these requirements directly into your HR processes:
This is not a performance appraisal. It is a legal requirement held every four years, focused on the employee’s career development prospects (training, qualifications).
Our role: We structure these discussions to ensure full legal compliance (including the latest provisions on the 'professional development pathway') whilst making them genuinely valuable for your talent management strategy.
If your executives are on "forfait jours" contracts (no fixed working hours), you have a legal obligation to monitor their workload and work-life balance through dedicated formal reviews.
Without properly documented reviews, "forfait jours" agreements can be invalidated, leading to the payment of all overtime over a three-year period. HReact secures this critical area.
We do not apply evaluation grids from large corporations onto agile structures. Whether you are a hyper-growth start-up or an established SME, we create the right programme:
Selection of appropriate digital performance tracking tools.
Training your managers in conducting appraisals (giving effective feedback, addressing performance issues, and recognising achievement).
Alignment with your company’s values and DNA.
Do not leave performance to chance. Structure your processes to engage your teams and secure your legal obligations.
