20 years of International HR, 17 years of Faculty at Solvay Brussels School of Economics & Management, 8 years of Entrepreneurship in HRtech. 

Reggy-Charles Degen

Most teams start the year with goals.

I start it with 7 pacts between managers and employees.

And I call it the GEP: General Expectations Pact.

A GEP is simple:

Two people. One role. A mutual promise.

• What the employee commits to deliver for the organization
• What the manager commits to put in place so s.he can perform and grow

No magic.
No slogans.
Just clear foundations.

I use 7 GEPs, from junior roles to top leadership:

1️⃣ Support
Concrete, specific, repetitive tasks. Very short term. Close supervision.
Manager: clear scope, tight follow-up, tools, training, frequent feedback.

2️⃣ Administrator
Work in a clear frame, choose from known options, small improvements.
Manager: documented goals, structured follow-up, support for new tasks.

3️⃣ Coordinator
Coordinate activities, align stakeholders, complex analysis, more autonomy.
Manager: clear results, co-built deliverables, success criteria, visibility.

4️⃣ Implementation Management
Middle manager. Processes, projects, tactical decisions, 12–18 months.
Manager: overall objectives, plans and KPIs, coaching, priority support.

5️⃣ Operational Development
Senior leader. Translate strategy into plans, lead key processes and teams.
Manager: strategic clarity, broad autonomy, real performance reviews.

6️⃣ Policy Development
Executive. Co-create vision, set policies and standards, shape the system.
Manager: clarify big stakes, maximum autonomy, strategic reviews.

7️⃣ Strategy Development
Top level. Define vision and mission, lead big changes, shape the future.
Manager: clear governance, open access to key issues, full trust.

-
How close are your current roles to a clear pact like this?

P.S. I've added each pact as a full text message in the comments below ⬇️ You can copy/paste one and send it to your colleague to kick off the year on great foundations 😉

Founder of Q7Leader | Author of the People Model Canvas | Human Resources Professor at Solvay Business School

For the first time since WWII, France had more deaths than births in 2024. This is not just another statistic. It’s your HR strategy alarm.

We are watching a demographic pyramid flip in real time.

Young talent is now a rare resource.

I'm sorry, but the war for talent is over...  Talent has won.

You see it every day:

• Young candidates have so many opportunities
• Junior profiles requesting flexibility, purpose, impact
• New hires asking for meaning and “harmocracy”, not only salary

Older generations, mine included, grew up with a different rulebook.

We tried to:

• Create value
• Be recognized as “good workers”
• Keep our job and maybe grow, if we stood out from a big crowd

Today, the crowd is smaller than ever.
So younger workers hold the power we never had.

If you still manage talent like before, you will lose.

Because you can:

• Complain they are “too demanding”
• Blame “Gen Y, Gen Z” for low loyalty
• Push the old promise: pay, title, stability

Or you can accept a simple fact:

The market has changed.

How will you adapt your HR strategy to reflect this new demographic reality?

Women, if you’re paid less than men, you’ll soon be able to request 10 years of compensation from your employer. HR, if this freaks you out, here’s what you need to know:

The EU Pay Transparency Directive changes the game for everyone.

Not only for big companies.
Not only for “later”.

You will need to explain how you pay, why you pay, and prove there is no unfair gap.

That means three big things for HR and leaders in the EU:

• You must know your numbers
• You must explain your decisions
• You must document your full pay story

The good news: when you do this well, you achieve more than “compliance”.

You build trust.
You improve retention.
You boost engagement.

Example: at Easyfairs, we used the People Model Canvas as a base for their rewards approach.

In three years, they reduced their gender pay gap from 10% to 3% !

Not with magic.
But with a fair and standardized approach.

In our next webinar, our CEO Thomas will share:

1️⃣ What the EU Pay Transparency Directive means in practice
2️⃣ A simple five-step framework to move to true compliance
3️⃣ Concrete actions to embed equal pay into your culture

In 45 minutes, we will talk about:

→ How to map your current pay reality
→ How to document decisions on pay and promotions
→ How to prepare managers for new salary questions

If you work in HR or you lead people in the EU, you cannot ignore this.

Book your spot now: https://lnkd.in/esnk-UFD

P.S. if you want to go beyond “tick the box” and use this directive as a driver of fairness and performance, this session is for you.

Nobody teaches you how to be a parent.

Turns out, nobody teaches you how to be a manager either.

First child.
First team.

In both cases, you learn on the job.
By trial and error.
In front of an audience.

Yet we give managers one of the hardest topics at work:

• Who gets a raise
• Who does not
• How big the gap is
• Why the decision makes sense

With almost no training at all.

Data shows 82% of managers get promoted for technical skill.

Not for listening.
Not for empathy.
Not for pay talks.

Then we push them into compensation reviews and say:
“Explain the pay decision. Keep engagement high. Stay on budget.”

When they struggle, we blame them.

In my experience, most managers are not bad at these talks.
They are alone in these talks.

HR and L&D can fix a big part of this.

Three concrete moves I see working:

1️⃣ Give a simple shared language
→ Explain how pay works in plain words
→ Use clear examples and ranges
→ Train managers to repeat the same story

2️⃣ Train the conversation, not only the process
→ Role-play real pay talks
→ Practice saying “no” with respect
→ Prepare answers to hard questions

3️⃣ Stand next to managers, not above them
→ Validate that these talks are hard
→ Give them scripts and cheat sheets
→ Join key conversations when stakes are high

Top performing companies do not have better managers.
They have better support around managers.

How are you equipping your managers for the next compensation cycle?

I don’t pretend I’m different. Like many others I need to find a way to change!

J’aide les entrepreneurs et dirigeants en phase de croissance à produire 50 vidéos en moins d’1 jour de travail 🗣️ | Vous n’aurez plus jamais peur de la caméra 😌 | +100 podcasts créés 🎙️ | La garantie d’un rendu pro ↯

Connecté à tout sauf à ton prochain !


C’est tellement vrai.

En ce moment, je suis tellement heureux que je connecte avec tout le monde, y compris dans la rue, les transports publics, les magasins.

Sur mon Iphone, les icônes sont monochromes
(je dois réfléchir avant d’en ouvrir une)

Le téléphone est devenu un outil pratique ; 
mais plus une béquille émotionnelle.

Et j’en suis tellement soulagé.

Je vous propose une expérience.

Quand vous avez fini la lecture de ce post, allez parler à un inconnu ou à un proche.

Ecoutez ce qu’il vous dit avec attention.

Soyez dans l'écoute active,  l’empathie, l’amour.

Soyez dans l’instant présent.

Ça fait du bien, hein ?

You can't eliminate bias. But you can outnumber it.

For 20 years in HR, I tried to make performance “objective”.

Scores. Rating scales. KPIs out of 5.

On paper, everything looked clean and fair.

In reality?
Every number came from one brain. One story. One bias.

Your background.
Your personality.
Your own definition of “high performance”.

You cannot remove this.

The wrong answer is to pretend it does not exist.
The right answer is to design for it.

I call it “collective subjectivity”.

Instead of chasing a fake objectivity, you create a system where several subjective views meet and confirm each other.

In practice, for key people decisions (promotion, bonus, talent review), I push for:

• 3-4 independent evaluators per person
• Each view based on the same framework and language
• A calibration where people compare data, not ego

When 3 or 4 managers, who work with someone in different ways, align on a view, you reach something very close to “objective”.

Not because bias has gone.
Because no single bias rules.

This is where the People Model Canvas helps a lot.

Common language.
Shared criteria.
Structured data about people.

Once managers use the same map, collective subjectivity becomes possible.
You get decisions you can explain, defend, and repeat.

Not perfect.
But far more fair than one manager’s “gut feel” or one lonely rating.

What do you think?
Is this close enough to "objectivity" for you?

Un peu de douceur dans ce monde de brutes 😉

Quelle superbe reconnaissance !

Nous sommes extrêmement fiers que Q7Leader ait été nommé aux HR Excellence Awards dans la catégorie "Best Talent Assessment & Growth Company".

Cette nomination est le fruit d'une enquête 100% objective menée auprès de 1.718 décideurs RH belges sur la qualité de service, la réputation et la satisfaction client. C'est ce qui la rend aussi précieuse à nos yeux.

Félicitations aux autres nominés : FENIX Consulting, ITZU Talent Solutions, Quintessence, Select Beople et VALPEO. Belle compétition en perspective 😉

Merci à tous nos clients et partenaires qui nous font confiance. 🙏

Et maintenant... le vote du public entre en jeu pour départager les nominés 🗳️

Alors plutôt que de simplement vous demander de voter pour nous, on vous propose autre chose :

Venez découvrir pourquoi nous sommes nominés.

Nous organisons une session gratuite de 90 minutes où nous partageons la méthodologie du People Model Canvas, qui est au cœur de tout ce que nous faisons.

Prochaines sessions :
→ 🇫🇷 16 février (en français)
→ 🇬🇧 24 février (en anglais)

Inscrivez-vous ici : https://lnkd.in/dKVtq_vT

- - -

Wat een fantastische erkenning!

We zijn ontzettend trots dat Q7Leader genomineerd is voor de HR Excellence Awards in de categorie "Best Talent Assessment & Growth Company".

Deze nominatie is het resultaat van een 100% objectief onderzoek bij 1.718 Belgische HR-beslissingsnemers over kwaliteit van dienstverlening, reputatie en klanttevredenheid. Dat maakt deze nominatie zo waardevol voor ons.

Proficiat aan de andere genomineerden: FENIX Consulting, ITZU Talent Solutions, Quintessence, Select Beople en VALPEO. Mooie competitie in het vooruitzicht 😉

Dank aan al onze klanten en partners voor hun vertrouwen. 🙏

En nu... de stem van het publiek telt mee om de genomineerden te onderscheiden 🗳️

Dus in plaats van u simpelweg te vragen om op ons te stemmen, stellen we iets anders voor:

Kom ontdekken waarom we genomineerd zijn.

We organiseren een gratis sessie van 90 minuten waarin we de methodologie van het People Model Canvas delen, de basis van alles wat we doen.

Volgende sessies:
→ 🇫🇷 16 februari (in het Frans)
→ 🇬🇧 24 februari (in het Engels)

Schrijf je hier in: https://lnkd.in/dJPpjNbM

For those who still ask themselves why we are so passionate about what we do with Q7leader and the People Model Canvas: read this. The future of HR is right here if you can provide high quality data on three dimensions: organisation, talent and reward.

Global Industry Analyst, I study all aspects of HR, business leadership, corporate L&D, recruiting, and HR technology. ✨

The Great Reinvention of HR Has Begun. Learn how #AI is reinventing HR teams and the entire HR profession. It's all positive but it's happening fast.
Detailed article: https://lnkd.in/gzCqpMm7 podcast: https://lnkd.in/gEYp9Krx

Chroniqueur économique | Hôte d’un cercle où les dirigeants parlent sans filtre

Nous avons fini par nous résigner à l'idée que la Russie avait gagné la partie. C’est pourtant l’exact inverse qui se produit.
C'est vrai que dans le brouhaha médiatique actuel, un narratif russe, largement repris aux États-Unis et en Europe, tente de s'imposer : Moscou serait irrésistible et l'Europe dépassée. 
Pourtant, une analyse froide des faits démontre le contraire. Lors du forum de Davos, le Premier ministre finlandais a livré une démonstration implacable qui mérite que l'on s'y attarde pour comprendre les véritables enjeux.

Pour bien saisir la situation, il faut distinguer la propagande de la réalité militaire et, surtout, de la logique économique.

1. L'annexion politique : L'objectif n°1 était de faire de l'Ukraine une partie de la Russie. Résultat ? L'Ukraine est en voie d'adhésion à l'Union Européenne.

2. L'élargissement de l'OTAN : L'objectif n°2 était de stopper l'OTAN. Résultat ? La Finlande et la Suède ont rejoint l'Alliance, doublant la frontière directe entre l'OTAN et la Russie.

3. La démilitarisation : L'objectif n°3 était d'affaiblir militairement l'Europe. Résultat ? Nous nous réarmons massivement, en ralant mais avec des dépenses de défense atteignant parfois pour certains pays 5% du PIB.

Au-delà de la géopolitique, le constat opérationnel est accablant. La projection de puissance russe (Syrie, Venezuela) s'effrite, et sur le terrain ukrainien, l'avancée des forces russes représente moins d'un point de pourcentage de territoire conquis ces deux dernières années.

Le prix de cette stagnation ? 34.000 morts pour le seul mois de décembre, selon les chiffres évoqués à Davos.

Mais le point le plus critique soulevé à Davos est économique. L'économie russe est en en ruine : Inflation à deux chiffres, réserves de change à sec, croissance nulle hors économie de guerre.

L'analyse du premier ministre finlandais conclut sur un paradoxe inquiétant : Vladimir Poutine ne continue pas la guerre parce qu'il gagne, mais parce qu'il ne peut pas se permettre d'arrêter. La guerre est devenue "too big to fail" pour le Kremlin. L'arrêt des combats signifierait devoir affronter la réalité d'une économie incapable de payer ses soldats ou de soutenir sa population.

Et donc, oui, ce discours tranche avec le pessimisme ambiant. Il rappelle que l'Europe, souvent critiquée pour sa lenteur, et j'en fais partie d'ailleurs, a réussi là où Poutine a échoué : l'unité et la réaction stratégique.

Nous entrons dans une phase critique où le soutien à l'Ukraine et la pression économique sont les seuls leviers pour forcer une négociation réelle, et non une capitulation déguisée.

Et vous, partagez-vous cette lecture "optimiste" du premier ministre Finlandais sur la capacité de résilience de l'Europe face à la machine de guerre russe ? Ou craignez-vous que l'usure (fatigue des opinions publiques) ne finisse par l'emporter ?

Malama Studio

As a B2B SaaS founder, your personal brand matters, and you know it.
But if you're like most founders, you know that creating content on your own is consuming.

We believe in the importance of your message.
We also believe that creating content shouldn't be such hard work.

That's why we created a monthly service that transforms B2B SaaS founders into thought-leaders on LinkedIn in just 2 hours per month.

Founder

Deloitte

- Worked exclusively on projects with the European Commission and the European Parliament
- Developed high-level requirements for an IT service for data collection and analysis
- Conducted a thourough market analysis of technology providers
- Organized and managed interviews and demonstrations with top technology providers
- Overall, had the ambition to help the European Union get stronger every day

Business Analyst

SAM Studio web marketing

- Co-founded a digital marketing agency
- Created 10+ responsive websites
- Filmed and edited 25+ videos
- Advised 10+ SMEs on how to improve online presence

Co-Founder

Henkel

- Supported the development, implementation and steering of IBS strategy
- Supported the preparation of presentations / analysis on top management level
- Developed an external trend analysis and market research regarding leading technologies
- Supported transformation and communication projects incl. major events

Intern in IBS Transformation Office

Johnson & Johnson

I had the opportunity to shadow top management executives at Johnson & Johnson Worldwide Headquarters in New Jersey in September 2016 to experience first-hand their daily work.

My first assignment was in the company’s Supply Chain Management Headquarters in Bridgewater, New Jersey where I attended numerous conference calls and meetings with Managers and Directors.

I then spent time at the Consumer Headquarters in Skillman, New Jersey shadowing one of the Franchise Project Managers. I participated in several meetings in the Marketing and Supply Chain Management departments. I also conducted one-on-one interviews with Brand Managers, Supply Chain Planners and Analysts during my time there.

Senior Executive Shadow

We help B2B SaaS generate leads that convert better and faster through personal branding. Become a thought leader in 2h/month.

As a B2B founder or CEO, you know the value of being a recognized thought leader.
But you don't have the time (or the skills) to create content.

The solution is simple:

What if you didn't have to manage content creation on your own?

Imagine...

- Weekly YouTube videos
- Weekly newsletters
- Daily LinkedIn posts

... all being created and distributed for your on auto-pilot ✈️

How?

We record 2h interviews with you once per month... and we take care of the rest!

You can forget about it and get back to other strategic matters.

Interested?
→ Schedule a free strategy call with me today: https://cal.com/madison/discovery

taplio

The Battle

Reggy-Charles Degen

Madison Leclef

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taplio

The Battle

Reggy-Charles Degen

Madison Leclef

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Reggy-Charles Degen's LinkedIn Performance

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