Reinventing management for better performing companies

Meet your performance, retention and talent development challenges by revolutionising your management practices with Elevo.

Discover our philosophy
Reinventing management for better performing companies

+65% of employees aged 25-35 want to leave their company within 2 years because of poor management.

While disengagement is exploding, the root of the problem is always the same: management that does not meet employees' expectations.

Adopt a more agile management style

Dusting off management in France has become more than vital as major changes are taking place in organisations. If companies are not aware of their employees' expectations, they risk seeing their talent disengaged.

Top-Down Management

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One service per year

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Administrative view

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Top-down evaluation

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Heavy manual process

Continuous management

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Agile and regular monitoring

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Coaching & development

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360° Feedback

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Engaging and easy tool

Only 15% of French employees find their annual interview useful

There are 3 main reasons for this massive rejection:

  • The form: An interview conducted on spreadsheets or tools from another time.
  • The rhythm: Once a year without involving peers.
  • Action: Employees do not see any concrete actions as a result of the exercise.

This situation is all the more paradoxical in that annual appraisals are among the only management moments that everyone is obliged to carry out.

Only 15% of French employees find their annual interview useful

How?

By materialising the science of management and providing both technological and human support:

Laying the foundations and the basics:
Create commitment around annual interviews by digitising them and ensure compliance.

Exploiting HR data:
For better decision-making: internal mobility, coaching, training, promotions, etc.

Adopt new management practices:
360° feedback, career paths, development and training management.

Respect the legal minimum
1

Respect the legal minimum

Annual and professional interview

Objectives

On / Offboarding

Manage your HR strategy
2

Manage your
HR strategy

People Analytics

HR Surveys

Competency assessments

3

Create a competitive advantage

360° Feedback

Career paths

Training management

Blue star
Red Star

Why isn't your HRIS designed to monitor the performance and commitment of your teams?

Main objective

Role of the HR team

Time required to launch a campaign

Expert support

Use among employees

Impact on team performance

Deployment time

Promote more feedback

Impact on employee engagement

HR innovation (Feedback 360, OKR...)

Data analysis

Help you to better manage your team

Main objective

Business Partner

Role of the HR team

A few minutes

Time required to launch a campaign

Tick

Expert support

> 95%*

Use among employees

Tick

Impact on team performance

Less than a week

Deployment time

This is our mission!

Promote more feedback

Positive for more than 70% of employees surveyed*.

Impact on employee engagement

Present and constantly improving

HR innovation (Feedback 360, OKR...)

Tick

Data analysis

Traditional HRIS

Administer your HR files

Main objective

Director

Role of the HR team

Several weeks

Time required to launch a campaign

Cross

Expert support

< 30%**

Use among employees

Cross

Impact on team performance

Several months

Deployment time

Cross

Promote more feedback

Cross

Impact on employee engagement

Waiting in 90% of cases

HR innovation (Feedback 360, OKR...)

Cross

Data analysis

jcdecaux
Blablacar
Audika
Station F
Aircall
Figaro Classifieds

"After years of using a complex and cumbersome HRIS, this tool was no longer suitable for effective performance and talent management. I found the tool neither fluid nor ergonomic. It lacked flexibility and customisation options."

Justine Reure, Former HR Development Manager, Figaro Classifieds

Justine Reure, Former HR Development Manager, Figaro Classifieds