Casino 2000 : l’évaluation des collaborateurs, moteur de développement

In Luxembourg, employee appraisal is not a legal obligation as it may be in other countries. If CASINO 2OOO has decided to implement a structured approach in this area, it is on a voluntary basis. The approach aims to meet a real need of managers and employees," explains Michaël Sanchez, head of administration at this unique company in Luxembourg. Given the diversity of the jobs and the very wide range of working hours, employees and managers sometimes don't have the opportunity to meet up. The implementation of an evaluation process makes it possible to devote a moment for free exchange between each member of the team and his or her manager, outside the constraints of daily life, at least once a year.

Through evaluation, guaranteeing customer satisfaction

Employee appraisal cannot be improvised. It involves setting up a structured approach and requires efficient follow-up. We have favoured a simple and dynamic approach," explains Michaël Sanchez. At the heart of our evaluations, attention is focused on aspects relating to reception and availability to the customer, responsiveness, the ability to adapt, interpersonal skills, etc., rather than technical skills. These are the elements that make all the difference in the eyes of the customer. The assessments cover ten clearly defined themes, which are broken down according to the various professions.

Each employee, across all departments, is therefore assessed on the basis of these elements, from year to year, on the basis of observations made by the manager over time. For each criterion, the evaluator must specify whether the employee meets, exceeds or fails to meet expectations, or whether the level of performance is not acceptable.

Streamlining the Process with Gesper Evaluation

“Beyond training managers, each evaluation session requires preparation and careful follow-up,” explains Mich