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Doubling or even tripling your workforce is a critical milestone for company culture. For Bemac, the challenge wasn't just about growing, but staying connected to the reality on the ground. The result of this structured listening approach? Nearly 20 concrete HR actions finalized in one year, transforming managerial intuitions into operational successes.
Bemac has experienced rapid expansion, growing from 45 people to nearly 120 in a decade. This growth disrupted internal balances and the informal communication methods that worked previously.
"We don't communicate the same way at 45 as we do at 120," explains Maude Verhaeghe, HR Manager at Bemac. This transformation generated several crucial HR stakes:
To address these challenges, Bemac chose eBloom not as a simple measurement tool, but as a genuine lever for managerial action.
Bemac opted for a dynamic approach via the "Click & Bloom" module. Thanks to these "pulse" questions (short and frequent surveys), a new theme is addressed every two weeks (management, work-life balance, etc.). This allows them to cover all HR topics regularly and in a digestible way for teams, without creating survey fatigue.
Beyond listening, Maude exploits eBloom’s library of templates to structure HR processes. She notably uses onboarding templates to create a tailored integration path. Every new hire (and their manager) automatically receives the right questions at the right time, ensuring consistent and professional follow-up, regardless of the department. The tool also accompanies the end of collaboration (offboarding) to capture final feedback. She customizes templates to analyze expectations upstream of specific training (and evaluate it downstream), but also to gather feedback on IT equipment for technicians or following project launches. Finally, she tracks the eNPS (employee Net Promoter Score) monthly to keep a constant eye on global engagement.
The tool serves as a strategic compass. It allows management’s ideas to be confronted with employee reality. This "Data-Driven" approach has overturned certain certainties and reallocated resources where they were truly needed.
"eBloom reassures us in the actions we take or tells us: 'no, you are completely off track'. Half of the actions we took would never have been prioritized without the collected results."
The use of eBloom at Bemac stands out for its ability to transform feedback into immediate operational results. In one year, nearly 20 concrete actions were successfully carried out thanks to feedback from the field.
One of the strongest impacts was the detection of weak signals regarding mental load. A drop in the score on this theme alerted management to burnout risks. Immediate reaction: organization of an external intervention and implementation of "safety nets." Result: a dozen employees were able to benefit from preventive individual coaching. A human approach that likely wouldn't have been initiated in time without this indicator.
The data also revealed that management was a major point of vigilance. In response, Bemac launched a complete leadership journey for "middle management" to equip and support them in their role, transforming this point of attention into a genuine area for development.
The impact goes beyond the field: it reaches the very top. Maude now systematically presents eBloom results during Executive Committee (CoDir) meetings. This data brings credibility to HR recommendations and allows for objective strategic decisions, moving away from simple "feelings."
With over half the workforce consisting of field technicians, the eBloom mobile app was decisive. It not only gives a voice to employees often removed from classic HR processes but acts above all as social cement. Announcing new arrivals with a photo on the app allows everyone, whether in the office or on a construction site, to put a face to a name. A vital practice in Maude’s eyes to preserve the "family spirit" and avoid colleagues crossing paths like strangers despite the growth.
According to Maude Verhaeghe, the project's success is due as much to the tool as to the human support:
"The eBloom team is part of the Bemac family."
Bemac’s main advice to other companies? "Integrate the 'Bloom Index' into your management rituals." Discussing results every month in the executive committee builds credibility and ensures that listening systematically transforms into action.
Your company's development shouldn't create a gap between management and teams. Like Bemac, stop relying on simple intuitions: structure your listening to align your strategic decisions with the real needs of your employees, whether they are in the office or in the field.
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From HR digitalization to AI integration and new employee expectations, the human resources sector is rapidly changing. Based on responses from over 450 Belgian companies, our report gives you a head start to prepare your teams and strategy for the realities of tomorrow.
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