Before joining the Ferrero group in March 2025, Michel and Augustin managed to stand out from the competition with sweet or savory products, for aperitifs or snacks, that appeal to our appetite. In just a few years and in the face of strong competition, the brand of the “trublions du goût” has managed to differentiate itself both in terms of its products and its employer brand.
It is this example of an employer brand that we wanted to highlight in 2019. Although atypical, this model can still be replicated in many companies. Through the Testimony from its co-founder Michel de Rovira, In this white paper, we outline the practices, rituals, and culture that have created employee commitment and made each of us experience a “professional adventure.”.
Recruiting the right talent
Recruiting the right collaborator means ensuring first and foremost that they share the company’s vision and values. The company must therefore be clear about its values and know who it wants to collaborate with, as well as the qualities and character traits that are important to it.
The recruitment process is therefore essential to establish genuine trust on both sides.
At Michel et Augustin, the goal is to recruit passionate people, like our two entrepreneurs, with well-defined character traits and aligned with the vision of working in the company: having a strong investment capacity while maintaining a touch of madness.
To ensure this alignment, Michel and Augustin invite the prospective collaborator to spend time with the team. This will allow him to discover the world beyond appearances and to fully immerse himself. Similarly, the team can project themselves – or not – with this candidate.
Ensure the commitment of employees
For Michel and Augustin, creating strong rituals allows teams to engage and develop the employee experience.
For example, the’Onboarding It plays an essential role in creating adherence to the company’s vision. Therefore, the arrival of the candidate must be carefully planned: the new employee receives a welcome kit and follows an onboarding program during which he or she is invited to meet each member of the team.
Weekly small breakfasts, convivial events, the handing out of aprons and the passing of the pastry chef’s certificate: all these rituals punctuate the lives of the employees and help to nurture their commitment.
And the story continues… Even after the experience in the company, the community continues thanks to the creation of an «old-timers club»! Discover the various rituals imagined by the Michel et Augustin brand in our white paper.
Strengthening agile and collaborative approaches for greater efficiency
As we grow, a company loses its agility and its ability to communicate. How can we remedy this?
At Michel et Augustin, project-based working groups have been created. We are talking about organizing in “agile squads”. This makes communication easier and decision-making faster.
The same applies to ensuring the development of creativity. Michel de Rovira reveals to us their tips and methods to promote innovation.
Trust at the heart of the employee experience
76% of employees are more committed to their tasks when they have a high level of trust in their company.
To implement “trust-based management”, managers must be highly involved in developing the skills of their employees and at the same time accept delegating decision-making.
Adherence to the company’s vision, mutual trust, and employee commitment are the foundations of a successful employee experience. Discover in our white paper how the brand «Michel et Augustin» has managed to create a different and motivating employee experience and to make its employees true ambassadors!
