Career management & appraisal interviews Annual appraisals are one of the major levers for employee development and mobility. They are conducted with employees present during the first four months of the year. There were a total of approximately 34,000 in 2022 (the coverage rate was roughly 80%, with the remaining 20% mainly accounted for by new and departing employees). Conducted in a friendly atmosphere, these interviews provide an opportunity to recognize good performance, make an assessment of skills, set goals in line with the Group’s ambitions and discuss each employee’s training and development needs. Both during the interview itself and in the accompanying documentation, there is a special section devoted to mobility and the wishes of employees for career development (there were more than 2,000 requests for mobility in 2022). Time is devoted to discussing the subject and identifying the employee’s wishes and needs. The InJOB’ job exchange, open to all Group employees, offers the possibility of applying for all internal opportunities. Nearly 3,000 GEODIS employees changed jobs in 2022, in all lines of business and on all continents. International mobility policy GEODIS considers mobility to be a powerful means of developing its employees’ management and leadership skills and increasing their knowledge of the Group’s lines of business and regions. The internal mobility policy meets a number of objectives: • developing the employability of employees; • retaining and motivating employees; • addressing the company’s needs and challenges more effectively; • developing talent. Mobility encompasses assignments carried out in other countries, in other functions and in other lines of business, with the aim of promoting a broad understanding of the Group. Offering international career opportunities is a way of accelerating employee development and encouraging retention. It is also a very effective way of supporting the activity by providing qualified resources when and where they are needed. Finally, it is an excellent way of spreading the Group’s culture and expertise. Employees are invited to express their wishes with regard to mobility during their annual performance appraisal interview with their line manager. During career reviews and throughout the year, managers and HR departments identify vacant positions and the profiles needed to implement mobility projects. The Group’s mobility policy enables all stakeholders (managers, employees and HR) to implement the most appropriate solution and to make the employee’s mobility project a real success. When an assignment is completed, HR proposes new opportunities corresponding to the wishes of employees and the needs of the Group. In 2022, more than 300 employees were engaged on international mobility assignments. People Review & succession planning Ensuring the sustainability of success and the continuity of knowhow depends on succession planning and talent reviews. GEODIS must provide for the continuing development of its employees and members of its Top Management (TopEx) as well as make plans for succession that will secure the next generation. The People Review as well as Human Resources monitoring and the management of wishes for mobility constitute a continuous process of systematic identification, evaluation and development of talents and skills that ensure the continuity of positions. The principal aims of the GEODIS People Review are as follows: • align talent strategy with the Group’s ambition and its strategic goals; • develop the next generation of TopEx members internally; • build profiles capable of adapting and of capitalizing on the challenges of the logistics sector; • attract and retain talent by giving key talent in the Group opportunities for development; • use talent management processes to contribute to the Group’s objectives regarding diversity and inclusion. The GEODIS People Review is an annual exercise that follows a cascade process, starting with the regions and lines of business before being consolidated at Group level. The scope of application is the TopEx population and other employees considered as people of high potential and potential successors of TopEx members. 58 2022 ACTIVITY AND SUSTAINABILITY REPORT 04 SOCIAL
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