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The employee experience can be managed… but not where and how we think it can be

Contrary to popular belief, the employee experience is not an independent lever that can be directly activated: it is a result that can be indirectly controlled. It can become a legitimate political objective when operational levers are out of reach, but it loses all usefulness when work is actually managed. In short: The employee experience is not a direct action but the indirect result of work management; it becomes unnecessary when work is properly organized and governed. It is not a matter of subjective feeling but results from the gap between prescribed work...

The employee experience can be managed… but not where and how we think it can be

Contrary to popular belief, the employee experience is not an independent lever that can be directly activated: it is a result that can be...

Employment and work: confusion that hinders execution

The confusion between employment and work is no longer an analytical error but a real organizational problem, and it is so deeply ingrained in...

HR is not the management’s fire department

In many businesses, human resources departments don't intervene at the right time. They arrive when everything is going wrong, when a manager is losing...

2025 Employee Experience Barometer: It’s urgent to get this topic out of HR

There are certain times of the year that I look forward to in particular, and the release of Parlons RH's employee experience barometer is...

Efficiency vs. uniqueness: the false dilemma of operations

We believed that by making businesses more efficient, we would make them stronger, but we ended up making them indistinguishable. The same tools, the same...

A poorly designed enterprise is illegible and incomprehensible to employees and customers

I have seen many businesses where competent people work with dedication and conviction, but where no one seems to have any idea what they...

Taking back control of enterprise design: intention before tools

For a long time, it was believed that efficiency would come from tools, and sometimes even from tools alone, so we piled up platforms,...

Three concrete scenarios for the evolution of the HR function

After discussing the role of the HR function (What is the purpose of HR?) and the different ways in which it could be embodied organically (After the role...

EDGY: a common language to align identity, experience, and operations

I think this article will be of interest to many people because it deals with a subject that we all face on a regular...
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