Airbus is constantly expanding its feedback culture

Although it is still not an integral part of French management culture, when it is understood and put to good use, feedback makes a positive contribution to improving organisational structures.

The European aeronautics and defence group has drawn on its sites in English-speaking countries to integrate feedback into its HR processes.

A biannual procedure has been rolled out to receive feedback from the field on a regular and similar basis. In this respect, a poll on employee commitment and a 360° assessment for managers are conducted alternately to rapidly pinpoint scope for improvement.

As regards mobility and hiring, the company (which will have to renew 40% of its staff over the next seven years) is striving to adopt the same approach:

• an in-house mobile application listing all the group’s vacancies has a new category with all the staff’s (moderated) opinions

• being aware of the rising influence of social media and websites¹ on which employers are assessed, Airbus has asked its HR departments to respond so that no criticism is left unanswered

This approach is part of reciprocal trust-based strategy which has led to a drop in resignations .

¹ Glasdoor, Indeed, etc.