Clients

We know our customers and their concerns well, and this enables us to challenge them accordingly. We are Swiss and, whatever the size of the project, they know that they can count on us. They can rely on our attentiveness, but also on our efficiency and discretion.

We build a relationship of trust with our clients:

Aéroport de Genève
AG2R La Mondiale
Altran
APRIL
Assystem
Barry Callebaut
BCV
BIC
Bioline by Invivo
Bobst
Bouygues Construction
BPCE
CDPQ
Cérélia
CIO
CMA CGM
Crédit Agricole
Danone

Debiopharm
Dior
FIPOI
Firmenich
Grand Frais
Groupe Mutuel
GSEM
Harmonie Mutuelle
HEC Lausanne
HEC Paris
HERMES
HydroExploitation
IN Groupe
Kering
Kudelski
Landal GreenParks
LEM SA

Limagrain
L’Occitane
L’Oréal
LVMH
Migros
MSC
Natixis
Rio Tinto
Romande Energie
Société Générale
Somfy
Technip FMC
Terega
Vaudoise Assurance
Veolia
…

We have been partnering with Qualinra for several years on our various 360° feedback processes. We appreciate their customer orientation and their outstanding capacity to adapt to our needs. It is a very nice team to work with, very agile and reactive which gives us a real comfort in our daily business!

Valérie MigrenneGlobal Head of Talent Management and HR Director supervising Group Support Functions

The Qualintra team, based on a qualified and validated process, offers a flexible approach and readily adapts to the specific needs of our business. The "power" of the tool is undeniable. Furthermore, what makes the difference and the added value, is their interpretation of the results. Critical and relevant findings often generate new perspectives for reflection and subsequently the implementation of concrete measures.

Martial PidouxDirection Ressources Humaines et Culturel

We have been working with Qualintra for many years developing engagement surveys that are deployed across our organization globally. I particularly appreciate the dedicated attention the Qualintra team gives to the culture of their clients as well as their will to truly understand different drivers of performance in an organization; which helps to build action plans that are pertinent and impactful.

Mieke Van de CapelleChief HR Officer

The expertise and professionalism demonstrated by the Qualintra team contributes greatly to the pleasure we have in working with this company. They are always available, looking for solutions, listening and results-oriented, which contributes to the quality of the collaboration. Qualintra is a true and trusted partner in our talent development mission

Aurélie UricherHuman Resources Development Manager

Engagement

A tool to manage internationalization

The context:

International midsize company, a major player in the B to B market (7000 employees). In the context of rapid internationalization and in markets undergoing profound changes (cosmetics, food, etc.), need to acquire a tool to measure the engagement and adhesion of its teams.

Deliverables:

Annual engagement survey in 40 countries. Individual debriefing of all BU and country managers. Availability of the Qualintra interactive platform to build and monitor action plans and KPIs."

Turning a family success story into a global success story

The context:

International midsize company, specialized in B to C technology (6000 employees). In deep transformation, the company has to bring together very different industrial cultures in the context of increasing internationalization and the accelerating impact of digitalization.

Deliverables:

Global engagement survey. Presentation of the results to the management committees (Group and BU), facilitation of workshops with operational teams to select priority action plans. Support to implement follow-up dashboards.

Reinforce the engagement of support functions

The context:

IT branch ( 600 people ) of a global group in the food industry. Accelerated digitization in a traditional culture, launching new tools for their internal and external operational customers (CRM, ...). Need to validate the level of energy and involvement of the teams.

Deliverables:

Global engagement survey. Presentation of the results to the management committee. Recommendations for short and medium term actions. Work with the management team on their role and the critical behaviors they need to reinforce. Facilitation of workshops with managers to identify priority actions in terms of recognition, operational agility, communication.

360° Feedback

Set example from the top

The context:

Global group in the financial sector (more than 100,000 employees). In a context of profound transformation of their business model, need to clarify the expected leadership behaviors and to raise awareness among managers.

Deliverables:

Design of a specific 360° feedback questionnaire, based on the values and their new leadership framework. Administration in 17 languages once a year for the Top 600. Provision of individual reports through customization of the interactive results platform. Consolidated analysis of leadership skills mastered and to be reinforced at global level and by BU. Reflection with the Group HR Department on the development programs and actions to be modified.

Reinforce certain critical managerial behaviours

The context:

international midsize company in the food ingredients industry (1200 employees worldwide). Launch of a leadership development programme for the Group's senior managers to reinforce certain behaviors identified as critical (in particular change management, resilience, digital openness, etc.).

Deliverables:

Work with a panel of executives and managers on target behaviors and updating the leadership model. Implementation of a 360° feedback questionnaire for leaders and senior managers. Organisation of the debriefing process and training of HR teams to support development plans. Consolidated analysis of results and facilitation of working groups.

360°, a support for cultural transformation

The context:

A global player in the cosmetics industry (80,000 employees). Under the impetus of the new CEO, evolution of the managerial culture towards more feedback and subsidiarity.

Deliverables:

construction of a 360° feedback process for the members of the Comex, then implementation at successive levels down to local management (3,000) in several languages. Results made available on the interactive platform for all target populations. Training of external coaches in the Qualintra methodology of analysis and individual debriefing. Consolidated analyses of the results per country for local management committees and training of external coaches in the management of these committees. Gradually, integration of certain elements of 360° in the performance evaluation process.