© 2017 The Boson Project. All rights reserved. Made by Marie
We leverage anthropological methods to understand your most effective levers of engagement, and build the most adapted action plan to activate them
We leverage design thinking methods to build concrete actions with your coworkers, test them, implement them, follow up on them
We create conferences and learning expeditions to help understand the need for change and the best levers of engagement
We build trainings and long term support programs to support your key agents of change, wether they are first line managers or field intrapreneurs
Our projects are:
The most adapted project for the most relevant result
Who better to design and carry out transformations than the people who best know the company’s reality?
Various perspectives and a prospective eye through our diverse team and ecosystem of amazing partners: HR managers, leaders, and thinkers.
A trust relationship, a real commitment, a focus on what really matters.
Around +15-30% raise in employee engagement observed after our projects
The cost of turnover is estimated to 3-6 months of salary per employee
Up to +30% in revenue observed after our projects
New projects launched by coworkers in 97% of companies after our projects
Entering rankings such as Great Place to Work, being showcased in numerous media
…from classic to agile organisations
…change or redesign of offices
…new company strategic project
Maximizing team engagement in scale-up facing a fast growth
We led an inclusive approach with all Alloresto’ employees in order to embody new ways of working within the workplace; this resulted in more collaborative spaces, more creativity, more inspirational moments…
Engaging employees in deep transformation projects
After Air France transformation division called upon us to ‘simplify and digitalise” Air France, we led an important listening phase that resulted in the identification of cultural transformation projects that are undertaken by transversal internal groupe we support.
Understanding and adapting to Millennials expectations
We crossed the views of young Navy troops and their management on the evolutions of the Navy that resulted in the redesign of the social model of the Navy in order to meet with the needs of the current recruits
Redesigning an office space to encourage new ways of working
On the occasion of the reorganisation of Marsh France’ premises, a reflection was launched about “The pleasure of working together” ; we supported the executive committee working on the way the reorganised premises could embody that change and the employees imagining how they could appropriate those spaces and then encourage news ways of working.
Reinforcing cohesion in context of mergers
After the merging of the two companies, we supported the group in bringing back cohesion and collaboration through a dynamic and constructive process that led to propositions co-construction in workplace planning, mutual support, initiative, recognition and team spirit.