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Field method
Structure your HR.
Diagnostic, implementation and coaching for SMBs who want concrete results, not reports that gather dust.
0+
years of HR experience
15–150+
employees per company
PME
field-focused approach
You're handling recruitment, conflicts, and evaluations on top of everything else. It works... until it doesn't.
Your managers are winging difficult conversations and performance reviews. Talent is walking out.
Your ad-hoc processes can't keep up. What worked at 10 employees breaks at 30.
Émilie Poirier, CRHA
Présidente et Fondatrice de l'Usine RH
5 quick questions to find out where you stand
Field reality
A structured HR management reduces improvisation, stabilizes teams, and directly decreases costs related to turnover, conflicts, and bad hires.
Estimate the financial impact of employee turnover
Field reality
When turnover rises, the true cost far exceeds replacing a position: it affects stability, productivity, knowledge transfer, and day-to-day management quality.
My sector
Estimated annual turnover cost
0 $
Turnover costs on average 33% of annual salary per departure
“HR is only for big companies”
Field reality
As soon as a team grows, HR challenges become real. A bad hire can cost dearly in time, money, and workplace climate.
“A good salary is enough to retain employees”
Field reality
Salary is just one factor among many. Lack of recognition, development opportunities, and poor management often weigh more heavily in the decision to leave.
“Performance reviews are useless”
Field reality
Done poorly, yes. Done well, they reduce turnover and boost engagement. It's the most underestimated tool.
“I know my people, no need for processes”
Field reality
It works in a small team. But as the company grows, it becomes impossible to track everything. Without processes, good intentions become blind spots.