46 2024 DECLARATION OF NON-FINANCIAL PERFORMANCE _ DESCOURS & CABAUD RISKS AND CONSEQUENCES Excessive employee turnover presents several risks for the company, such as loss of skills, disorganized teams, delays in customer service, heavier workloads for some employees (which can affect productivity and quality of working life) and extra financial costs. MEANS OF CONTROL Preventing turnover is part of the responsibilities of HR teams within subsidiaries, Group support function HR and the Talent Development department (see page 38). Throughout 2024, the Group focused on implementing people reviews across all levels of the organization, in order to identify talent, map out employees’ career and mobility aspirations and draw up individual development programs to help them achieve their goals. These initiatives form part of a broader action plan aimed at reducing absenteeism and lowering turnover. Among the most representative initiatives: • Encouraging internal mobility, a key driver of motivation and retention. Transparency around career progression is supported, among other things, by internal job postings, the publication of all job descriptions to give employees better visibility of existing positions, sharing testimonials from employees who have progressed within DESCOURS & CABAUD and raising awareness among managers on how to identify mobility aspirations within their teams; • Employee satisfaction barometer results, gathered through the 2023 survey, were analyzed and used in 2024 to implement targeted action plans to improve team satisfaction in identified areas. HUMAN CAPITAL TURNOVER
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