Interflora MyFlower Group
Building a feedback culture
Interflora MyFlower Group operates the iconic Interflora brand in Europe, combining the heritage of a historic retailer with a strong drive for digital innovation.
Mathilde Ménégaut
Chief People Officer, Interflora MyFlower Group
About Interflora MyFlower Group
Europe’s leading digital platform for flowers and gifts, the group operates in five countries: France, Spain, Italy, Denmark and Sweden. An international company with a human touch, it brings together nearly 300 employees and a network of 6,500 independent florists around a shared mission: conveying emotions and bringing joy to every occasion.
The Group leads all of its markets and continues to grow across Europe, building on the strength of its brand, its expertise and its agility.
Discover the careers page of the France Business Unit.
No. 1
Digital platform for flowers and gifts in Europe
6,500
Independent florists
5
European countries
300
Employees
Every day, the teams share a common culture driven by five values that guide their actions:
- Dare
- Be Agile & Stay Focused
- Win Together
- Think Customer
- Nurture our Community
Why did you launch this project?
The group wanted to establish and firmly embed a feedback culture across Europe, so that teams could grow together.
The ambition was to create a framework that encourages dialogue and collaboration, while offering employees concrete development opportunities. Feedback is indeed a powerful driver of learning, growth and continuous improvement.
How does this approach reflect your company values?
This project echoes two of the group’s core values:
Nurture our community
Employees are the company’s first community. So the natural starting point for taking care of them is to listen to them, understand their experience and take their feedback into account.
Dare
Giving every employee a voice means being ready to hear what works, but also what could be improved. This approach reflects our willingness to question ourselves, learn and grow together.
How did you build a climate of trust so people would speak freely?
Choosing Octomine as an independent trusted third party played a key role.
The guarantee of complete anonymity freed people to speak, allowing teams to express themselves openly and honestly.
This safe framework helped remove any barriers linked to the fear of being judged, making people far more open and constructive.
The commitment made at launch to share the results and implement concrete actions strengthened employees’ trust in the process.
In your view, what are the project’s key strengths?
A more factual approach
The platform allowed us to rely on concrete data, measurable indicators and examples drawn from the teams’ day-to-day work.
A freer, more constructive dialogue
The project helped establish the idea that it is legitimate to voice difficulties, share one’s experience and suggest improvements for everyone’s benefit.
Stronger engagement
The approach shows employees that their opinion truly matters. This fosters a sense of belonging, trust and the desire to contribute to the company’s continuous improvement.
Actions grounded in feedback from the field
Beyond the diagnosis, the project enabled us to make decisions and implement concrete actions in response to the concerns raised by employees.
What happens after the survey?
- 1
At group level
The group defined a concrete, cross-functional action plan based on the survey results. All initiatives have already been launched, and some are long-term.
- 2
At management level
Managers were supported in sharing the results with their teams, opening up dialogue and co-designing action plans tailored to locally identified needs.
- 3
Transparency
In every case, the results were shared openly so that everyone could see their contribution had been taken into account. This transparency is essential to drive continuous improvement and strengthen trust in the process.
Why did you choose Octomine to support you?
- Agility
- An essential quality for a mid-sized company.
- Adaptability
- To faithfully reflect the complexity of our multi-country matrix organisation.
- Simplicity
- The tool proved extremely easy to use, both for teams and for the managers who analyse and take ownership of the results.
- Data
- A data-driven approach, with reliable, readable data to help managers identify priorities and steer actions.
- Closeness
- Support that allowed us to build an approach tailored to our challenges and our company culture.
What advice would you give a peer who wants to get started?
« Don’t be afraid, go for it! »
It’s an effort that’s well worth it. This approach lifts the veil on how employees really feel and gathers reliable data to effectively prioritise the actions in your HR and management roadmap.
The project in 4 words, by the group’s culture ambassadors
Progress
Easy to use
Build
Opportunity