An employee of France Telecom died on Friday by jumping out the window of his office, two days after the suicide of another employee. The employees rallied Thursday against their working conditions and methods of management, officers, according to them, the high number of suicides in the company, 23 since 2010. The day before, a technician of Troyes had attempted suicide by planting a knife in the abdomen during a meeting after learning the abolition of his position.

The suicide of employees in large companies seem to become commonplace. France Telecom unions are over 20 suicides since 2010. These suicides are even more troubling when committed by engineers or technicians experienced superior position in research and development.

Paradoxically far, company management, as some unions have oscillated between cynicism (it’s not our fault, the employee had personal problems…) and ostrich policy. There is also no official statistics on the subject.

For the first time, the recent suicide of one pays Breton of France Telecom pushes the CFDT to speak September 7 and to challenge precisely the management. Psychologists as Christopher or Mary Dejours Peze have good shows in their work everyday mechanisms of pressure and violence at work, yet mechanisms that exist for decades, even centuries in the work life…

One can then legitimately wonder about the management tools that are now feeling the pressure as a wage earner can get him to commit the ultimate act. These devices, most of them are designed to individualize the reports at work, including remuneration and career progression, but also in the integration of a team.

Among the panoply of tools developed by human resource departments, the annual evaluation has taken an important place in recent years in large companies and SMEs. This interview shall meet once a year (twice in some large companies) the employee and their supervisor to review the past year and to verify that the objectives were achieved..