Employee Experience: How ADEO turns the voice of its 115,000 Employees into concrete action

At ADEO, we put Human first. Day to day, this means actively listening to our 115,000 employees and giving their voices real weight. It requires a constant, unwavering focus on our teams.

This is the very purpose of EXI (Employee eXperience Insights): every semester, this initiative allows us to measure our employees’ experience, better understand their expectations, and identify key drivers to enhance the ADEO experience. In this interview, Carlos ERAZO MOLINA, Employee Experience Leader, explains how this dynamic becomes the source of concrete initiatives.

The genesis of EXI

« I joined ADEO in 2010, after spending about ten years as a systems architect. A year later, I took charge of a major transformation program called „Tous Connectés” (All Connected), which provided every ADEO employee with a digital identity, a voice, and digital equipment. Through the extensive fieldwork this program required, I realized the importance of what each employee experiences and feels on a daily basis—with their customers, colleagues, and managers. Focusing on the employee experience naturally became the obvious next step for me. »

— Carlos ERAZO MOLINA, Employee Experience Leader

In 2019, in collaboration with around thirty employee-listening leaders across all ADEO companies, we launched the EXI (Employee eXperience Insights) program.

A listening tool for co-creation and continuous improvement

Evaluating the employee experience every semester allows every headquarters, store, and warehouse to understand how team members feel about issues that impact their daily lives and are strategic to the company: such as their professional development, workplace safety, and the quality of our IT systems.

EXI helps highlight our successes and co-create concrete solutions at local, national, and global levels. Naturally, this is a human system, constantly evolving and continuously improving, fueled by the feedback of every single employee. To achieve this, we rely on the Medallia platform, a global leader in experience management.

Key figures

Globally:

• 2 surveys conducted per year
• 115,000 employees listened to simultaneously
• Nearly 1,000 action plans launched following each survey
• Nearly 110,000 verbatim comments analyzed annually

In the latest survey (June 2026):

• 80% participation rate
• +54 points Employee NPS (eNPS*) score

Tangible results in the field

Turning feedback into concrete action is where the EXI approach truly comes into its own. Following each survey, an in-depth analysis of the feedback enables us to build nearly 1,000 initiatives across our business units.

The initiatives implemented cover a wide variety of needs:

Bricoman Poland: transparency and managerial proximity

Implementation of monthly live video broadcasts hosted by the CEO, alongside store managers, HR directors, and employees. The goal: To provide visibility into company results, progress on key indicators, and upcoming projects.

Leroy Merlin Poland: workplace well-being

Introduction of „quiet hours” in stores to improve the comfort of the teams.

Leroy Merlin France: highlighting and sharing best practices

Following the EXI, store initiatives aimed at improving the employee experience are shared across the entire network in the form of „best practice” sheets. They outline the issue encountered, the solution implemented, the action plan carried out, and the benefits achieved. The goal:  To allow the whole network to benefit from the action plans put in place to address daily pain points.

Leroy Merlin Spain

• • • Occupational health: Providing in-store physiotherapists.
      The goal: To prevent physical risks and care for the health and well-being of on-site employees.
    • Recognition and engagement: Awarding a prize to stores that have seen an improvement in their eNPS since the previous year and have shared their action plans.
      The goal: To recognize and celebrate progress and the sharing of best practices.

  By turning employee listening into a genuine lever for progress, the EXI initiative fully embodies our Human First approach. We deeply believe that an employee who feels heard, recognized, and supported in their daily life—regardless of their role or workplace—is more engaged, more loyal, and contributes to the collective success of the company.