Q7Leader

14 reviews. One weekend. From memory. Year-end reviews are coming, and you know how they go. Managers rate the last few weeks, not the year. Most of the team lands in the middle of the scale, and the forms go in a drawer until next time. The D.O.T. meeting replaces that cycle. Managers and HR sit in the same room and look at their teams together, with the same criteria for every person. Three hours, twice a year. Thomas Goubau, CEO of Q7Leader, shows how it works in a free live session. 20 places per session, so it stays a real conversation. Join our next live session: https://lnkd.in/eKR7m9cK/?utm_campaign=Q7-Performances&utm_source=linkedin&utm_medium=paid&utm_id=1050309424&hsa_acc=510704737&hsa_cam=1050309424&hsa_grp=699801154&hsa_ad=1617392214&hsa_net=linkedin&hsa_ver=3

14 entretiens. Un week-end. De mémoire. Vous connaissez la suite : on évalue les dernières semaines, pas l’année. Presque tout le monde finit en « conforme aux attentes ». Et les formulaires dorment dans un tiroir jusqu’à la prochaine fois. Certaines équipes RH ont remplacé ce cycle par une seule réunion de trois heures, deux fois par an : managers et RH, dans la même pièce, passent les équipes en revue avec les mêmes critères pour tous. C’est la réunion D.O.T. Caroline Ramade, DG France de Q7Leader, vous montre comment elle fonctionne, en direct, en 45 minutes. Gratuit, 20 places par session pour que ça reste une vraie conversation. Rejoignez notre prochaine session en direct : https://lnkd.in/eJdqBJ_y/?utm_campaign=Q7-Performances&utm_source=linkedin&utm_medium=paid&utm_id=1050309424&hsa_acc=510704737&hsa_cam=1050309424&hsa_grp=699405644&hsa_ad=1617256454&hsa_net=linkedin&hsa_ver=3

What did she actually do back in March? It's the question behind a lot of year-end reviews. Nobody remembers twelve months, so reviews rate the last few weeks, and the quiet work from the spring disappears. The D.O.T. meeting doesn't depend on one manager's memory. Managers and HR sit in the same room and look at each team together, with the same criteria for every person. Three hours, twice a year. Each meeting covers six months, so March is discussed in the summer, while people still remember it, not guessed at in December. If your year-end reviews are coming up, see how the D.O.T. meeting works before you run them. Thomas Goubau, CEO of Q7Leader, walks through it in a free 45-minute live session. 20 places per session, so it stays a real conversation. Join our next live session: https://lnkd.in/edmaSvq7/?utm_campaign=Q7-Performances&utm_source=linkedin&utm_medium=paid&utm_id=1050309424&hsa_acc=510704737&hsa_cam=1050309424&hsa_grp=699801154&hsa_ad=1617209494&hsa_net=linkedin&hsa_ver=3

Your gender pay gap report: do you know which pay data goes into it? Base salary is only the start. Bonuses, allowances and benefits in kind count too. Once the EU Pay Transparency Directive is in national law, employers with 100 or more staff in an EU country will report their gap, the largest first. Each country sets its own timetable. Getting the pay data right is the slow part. Thomas Goubau, CEO of Q7Leader, walks through our 5-step method in a free 45-minute live session. 20 places per session, so it stays a real conversation. Join our next live session: https://lnkd.in/edh6ByzA/?utm_campaign=Q7-EqualPay&utm_source=linkedin&utm_medium=paid&utm_id=797057764&hsa_acc=510704737&hsa_cam=797057764&hsa_grp=583618114&hsa_ad=1605670204&hsa_net=linkedin&hsa_ver=3

Pay transparency in 5 steps: the method we use with HR teams getting ready for the EU directive. The EU Pay Transparency Directive expects employers to base pay on objective, gender-neutral criteria, and to make those criteria clear to employees. Each country is writing it into law on its own timetable. The work is the same everywhere, and it starts with roles you can compare. Thomas Goubau walks through the five steps in a free 45-minute live session. 20 places per session, so it stays a real conversation. Register here: https://lnkd.in/eNVdNF53/?utm_campaign=Q7-EqualPay&utm_source=linkedin&utm_medium=paid&utm_id=797057764&hsa_acc=510704737&hsa_cam=797057764&hsa_grp=585611264&hsa_ad=1595621624&hsa_net=linkedin&hsa_ver=3

Bientôt, chaque décision salariale devra pouvoir s’expliquer par des critères objectifs. Voici la méthode en 5 étapes que nous suivons avec les équipes RH pour s’y préparer. La directive européenne sur la transparence salariale arrive dans chaque pays à son rythme. Le travail, lui, commence partout au même endroit : des postes comparables. Les 5 étapes : 1. Des descriptions de postes neutres et comparables 2. Des données de rémunération fiables 3. Des profils collaborateurs auditables 4. Une rémunération cible totale par poste 5. L’analyse des écarts Caroline Ramade les détaille en direct, en 45 minutes. Gratuit, 20 places par session pour que ça reste une vraie conversation. Rejoignez notre prochaine session en direct : https://lnkd.in/eNJgrJ6E/?utm_campaign=Q7-EqualPay&utm_source=linkedin&utm_medium=paid&utm_id=797057764&hsa_acc=510704737&hsa_cam=797057764&hsa_grp=447916064&hsa_ad=1605534484&hsa_net=linkedin&hsa_ver=3