Today it is General but it is still there

"Given the efforts that I provided, I receive the respect and esteem that I deserve my work": do you agree Don't agree but not at all disturbed Don't agree and disturbed

"My friends say I am sacrificing too much for my work": do you agree Don't disagree

"I have the time needed to properly run my work" or even "given all my efforts, my salary is satisfactory." List of 184 issues on behalf of Renault by cabinet assessment and prevention of risks Technologia is dense.

Since a few days, 13,000 employees of institutions of engineering of the group are invited to respond anonymously. The firm to the diamond began to assess the welfare to work on its sites of Guyancourt, Aubevoye, Lardy, Rueil, and Villiers-Saint-Frédéric, where its grey matter. But Renault also wishes to measure the road taken since a wave of suicides, of which three were employees of the Technocentre in Guyancourt, paid the Chronicle between 2006 and 2008.

This black series, evaluation and prevention of risks Technologia cabinet had completed an initial investigation. At the time, 30 of the 6,000 employees questioned at Guyancourt had a "high probability of pathological disorders in their working conditions", noted the study. "No doubt there was a deficit managerial, with the illusion that there was no need for mentoring, as is often the case in these circles of experts, passionate, surengagés in their work", observes Eric Albert, coach and founder of the French Institute of action on stress.

"A mosaic of actions".

As of 2007, with a budget of 10 million euros, Renault launched "a mosaic of actions", tells Bernard Ollivier, the head of the engineering France institutions. His leadership, created for the occasion, opened a vast site, called Pact or Plan of improving the conditions of life and work of the teams. Decisions to support. In 2007, two employees in three reported work "at least nine hours a day." Now, the sites open their doors between 7 a.m. and 8: 30 pm, 5: 30 p.m. and 10: 30 p.m. before. And, in each direction, officials ensure the workload changes.

Other measures have been taken. "He had to return to the basic rules of management: proximity, listening, setting clear targets and understanding", explains Bernard Ollivier. Newly appointed, "officials of the human resources of proximity" 40 now lend their ear to each employee. "I framework then with each what he will tell or not to his superior," commented one of them, Olivier Varteressian, whose role is also to assist the managers. "We, managers, have our own vision of the employees, but it is important to have someone who has other data", confirms Valérie Lavoisier, head of a Department of about fifteen people. In addition, Renault multiplies individual interviews and hierarchical detection of stress of responsible for 3,000 training. A psychologist went on site every fifteen days. And the Builder finance up to six sessions in a foreign practitioner. Result: "the floor is released", summarizes Agnès Martineau, doctor of the work in the marketplace.

This enough The Group employs 60,000 staff in France. And the last suicide hit the Aubevoye site employee, early June. "There are 11,000 suicide in France and ten times more attempts, said Eric Albert.". Such an act is always multifactorial. And the flexibility of an enterprise is not huge.

According to the unions, management measures are going in the right direction, but they remain insufficient. "Station staff cuts", prevents Pierre Nicolas, official CGT the Technocentre, for which the echoes of the sector are sources of new concerns. Thus, the recent plan of voluntary departures resulted employees 1,000 and 1,000 providers, causing the reorganization, or even the decision of several projects, plus the spectrum of partial unemployment and fear of outsourcing. "The situations are very different." In 2007, the stress was individual, said Pierre Nicolas. Today, it is General, but it is still there.