Psychology distinguishes four types of justice at work. The one that creates the most altruistic and performance-enhancing behaviour is procedural justice: I understand and am involved in decisions that have an impact on my daily life. How do you bring this about? By actively participating in decision-making rather than participating in decisions that have already been made! Putting an end to purely ‘formal’ consultations requires a little effort but

What recognition can you offer your employees who are working remotely when the results are not as good as usual? Psychology invites us to dissociate recognition both from the results themselves and from the time of their achievement. A manager who says, “I know it’s difficult for you right now with your children at home. Thank you for your effort, it’s precious to me and is a real credit

Did you know that referring to ‘engagement’ at work is pretty limited? In psychology there are in fact three distinct forms of engagement: The emotional engagement that all companies favour: I stay because I love my company/ job/mission. This works miracles when everything is going well but is disastrous at any other time. The normative: I stay because I am loyal. This is the expression of a “corporate” mentality.

Two months after the May 2020 announcement by MAXIS Global Benefits Network (MAXIS GBN) of the appointment of Mattieu Rouot as its new CEO, he officially takes over the reins of the multinational employee benefits network following the retirement of Mauro Dugulin. As CEO of MAXIS GBN, Mattieu Rouot oversees relationships with more than 500 multinational companies in over 120 countries around the world. He joined MAXIS in May