F4E staff deserve to see a proper follow-up of the critical results of all Staff Satisfaction and psychosocial risk assessment surveys

F4E staff deserve to see appropriate corrective measures finally implemented, starting with the current F4E reorganization, which R&D fully supports

In this respect, R&D has called on the best experts to carry out in-depth analyses of these results and to put forward the appropriate corrective measures to be implemented

For far too long, the F4E management team has refused to duly recognise the dramatic results of all the Staff engagement surveys and two psychosocial risk assessment surveys, launching a panoply of other disparate initia­tives lacking the same scientific credibil­ity. 

This is not in any way to deny the efforts made with countless initiatives, presentations and slides, every pos­sible action plans, change agenda, root cause analysis… implemented by F4E. Rather, it is simply a ques­tion recognizing the ineffectiveness of all these initia­tives and the lack of any effective follow-updrawing all the consequences from the highly critical results of these consultations. In keeping with its commitment to always make the best experts available to the staff, R&D has asked again Marie Pezé and her team, who have successfully followed up the cases of France Telecom, La poste …and who have already led a much-appreciated workshop at F4E on Pathogenic management techniques vs Healthy Professional Environments”,tocarry out in-depth analyses of the results of these con­sultations in order to put forward the appropriate corrective measures to be implemented.

R&D  invites you to the e-conference

Wednesday 10 April from 13h to 14h30


Ms Marie PEZE

Doctor of Psychology, psychoanalyst, former legal expert,

Head of the Souffrance et travailconsultation network

 Mr Nicolas VIARD

From the “l’Atelier des Droits”, law firm founded by Ms Rachel SAADA

Lawyer at the Paris Bar, former staff representative and trade unionist

Mr Michaël Prieux,

Labour inspector at DDETS in France* Direction Départementale de l’Emploi, du Travail et des Solidarités

(Departmental Directorate for Employment, Labour and Solidarity )

Marie PEZE

Nicolas VIARD

Michaël PRIEUX

For joining the e-conference  click on this link : WEBEX

This conference will be held in English

The staff consultations themselves are not the end goal, rather,

it’s about leveraging the results to identify and address issues: F4E must act NOW! 

As R&D has duly pointed out, the results of the 2022 F4E staff satisfaction survey are again dramati­cally below the EU aver­­age and, in terms of total lack of trust in senior management, probably the worst result ever recorded in a European institu­­tion! To illustrate the extent to which these results are disastrous, it is sufficient to note that only 15% of F4E staff think that the Sen­­ior Management team “leads by example”, a drop of 12 points compared to 2020, and only 16% of F4E staff think that the mem­­­bers of the Senior Management team cooperate adequately with each other and that they encourage interdepartmental cooper­­ation, a drop of 6 points compared to 2020.

As if that wasn’t enough, the two psychosocial risk assessment surveys carried out by F4E after our col­league’s suicide (the results of the last one carried out in June 2023 and these results having just been pu­blished) confirm that the psychosocial work environ­­ment at F4E has not really improved; worse still, some services are experiencing a new negative trend.

Among the most worrying results of the last risk assessment survey, it should be noted that 12.7% of F4E staff declare that situations of physical violence are occurring, that only 40.8% of F4E staff declare that psychological violence does not occur, that 43,2% of the staff feel discriminated against, that 25% of the cases of workplace conflict between colleagues do not receive any kind of intervention, and that the colleagues involved are left to solve the problem on their own. Four major high-risk factors should al­­so be highlighted: participation/supervision (73,3%), workload (71,2%), role performance (61,4%) and relationships and social support (42,4%).

In the light of these more than worrying results, one of the shocking conclusions of the external ex­perts’ report is that F4E should:

  • « review the processes implemented for harassment, violence at work and discrimination, and the particularities highlighted in the report to improve the performance of F4E in these situa­tions and the results obtained”.

The fact that, more than two years after the suicide of our colleague, such a recommendation still has to be issued in the framework of the survey organised as a legal obligation after such adramatic event, is an unac­ceptable and devastating finding which requires an immediate change in management culture and strategy.

With the unvaluable help of Marie Peze and her team, it is time to work all together in order to finally get F4E out of a crisis that has already lasted too long changing the management culture also in the context of the current F4E’s reorganisa­tion that R&D fully supports.