An appetence is an activity that one enjoys doing naturally, effortlessly, and with pleasure. It is this pleasure of acting that activates dopamine, the hormone responsible for motivation, learning, sustained commitment, and performance.
Thanks to our unique concept, we help companies optimise :
- Their appeal and the promotion of their professions
- Their recruitment and the selection of high-potential candidates
- Motivation, autonomy and lasting commitment
- Their professional development paths
- Their day-to-day management
Find out more about
our model ?
CompUnderstanding the fundamentals
of our approach ?
OUR OFFERS
Events
If you want to meet motivated candidates with high potential, this format creates unexpected opportunities for collaboration. Each participant takes the Oversweetch test beforehand and is then directed to companies offering jobs that match their interests.
HOW THIS MAKES A DIFFERENCE :
- A meeting based on the enjoyment derived from the job vacancy.
- More accurate assessments of candidates’ motivation, learning and commitment levels, which are invisible with the traditional approach.
- Calm and genuine exchanges.
Customised platform
If you want to manage your recruitment and mobility by incorporating what truly motivates your employees, this solution is for you.
We tailor our assessment to the specific requirements of your organisation’s roles. This customisation transforms our solution into a strategic management tool, enabling you to accurately measure the suitability of individuals for specific roles, secure career paths and strengthen employee engagement.
HOW THIS MAKES A DIFFERENCE
- You assign people with a greater guarantee of commitment and performance.
- You significantly reduce staff turnover.
- You build tailored and motivating career paths.
- You have access to maps of team preferences, which enable you to better manage the adoption of changes.
Training
If you want managers who can combine performance, accountability and enjoyment at work, this training course provides the right guidelines.
We start from a simple observation: what if employees were not demotivated, but poorly positioned? By learning to identify and integrate aptitudes into their daily decisions, managers acquire a new leadership style: one that is fairer, more sustainable and more motivating.
HOW THIS MAKES A DIFFERENCE :
- he manager is no longer solely responsible for the team’s motivation and commitment.
- Employees are empowered to take responsibility for their professional development.
- Pleasure becomes an integral criterion in feedback and evaluation processes.
- Managers have a useful framework for their tasks of assigning responsibilities, empowering staff, promoting innovation and managing projects.
Conferences
If you want to trigger a real change, our conferences challenge conventional wisdom and place enjoyment at work at the heart of individual motivation and collective performance.
Concrete, fast-paced and interactive, they enable managers to better understand what drives engagement and professional fulfilment. Built around key concepts and business practices, they give participants food for thought and inspire them to act differently.
HOW THIS MAKES A DIFFERENCE
- An awareness of what is too often overlooked in management: the importance of taking into account what people enjoy doing.
- A new framework for understanding what drives motivation and commitment.
Teambuildings
If you want to capitalise on your employees’ enthusiasm for your projects or as part of innovation initiatives.
After helping each participant reveal their preferences, we map out individual interests in order to identify who wants to contribute to which tasks or projects based on the enjoyment they derive from them, without questioning the organisational structure.
HOW THIS MAKES A DIFFERENCE :
- You foster a dynamic of commitment and contribution by building on what your employees enjoy doing.
- You reveal individual and collective appetites that were previously invisible, in order to leverage them in your projects.
- You mobilise teams not according to their job descriptions, but according to what they truly enjoy doing.
They trusted us
