With over 1,000 employees across Quebec, Dessercom is a people-focused company, with a strong commitment to programs aimed at improving the employee experience.
Dessercom is a 50-year-old charitable organization that focuses on two main services: pre-hospital emergency care and non-emergency medical transportation. Present in 14 administrative regions, Dessercom’s mission is to improve healthcare in Quebec.
Giving back to the community in terms of healthcare is the organization’s business model.
”Dessercom is the most beautiful company for real!” – Sabryna G., Human Resources Consultant at Dessercom
Dessercom’s team is made up of paramedics, medical transport drivers and administrative staff. The HR team is made up of 3 people.
With employees spread across Quebec and constantly on the move to save lives, Dessercom often conducts organizational surveys to assess positive aspects and areas for improvement.
Following one of these surveys, recognition and employee-manager relationships were identified as key components to strengthen employee satisfaction.
These priorities were seamlessly integrated into strategic planning for future years, aiming to enhance the overall employee experience and provide a consistently stimulating career journey.
A key challenge arises from the fact that field managers possess paramedical expertise but may lack formal management training. This gap created an opportunity to build stronger leadership practices across the organization.
The solution chosen by Dessercom is to equip them with the tools they need through training courses, in particular the Orange Program.
Participation in the Orange Program was voluntary, and almost sixty managers showed an interest in taking the course.
One of the main advantages of this training is that it can be followed in asynchronous mode, as this corresponds to the reality of paramedic managers who have to leave at a moment’s notice for an emergency, and can therefore follow the training according to their operational reality.
The time investment for this training is therefore appropriate, with 30 minutes per week, especially with a workload that is very high.
Weekly challenges throughout the course enable the trainees to quickly put what they have learned into practice, and to better identify what works and what can be improved.
As a result, Dessercom saw more regular recognition initiatives and a clear improvement in leadership practices. Managers trained in recognition created a measurable impact on the employee experience, reflected in survey results:
“There has been a great awareness of the need for recognition.” – Sabryna G., Human Resources Consultant at Dessercom
And recognition doesn’t stop with training. Dessercom has also opted for the Altrum’s gifting solution to recognize years of service, starting in the first year.
”There are a variety of choices on the platform. Whether it’s experiences, going to the SPA or buying a watch, it’s really diversified, and it meets everyone’s interests” Sabryna G., Human Resources Advisor at Dessercom
Combined with the Orange Program, these initiatives helped reinforce employee loyalty. HR indicators now show a turnover rate of only 9%, a very low number that confirms the strength of Dessercom’s recognition strategy.
Recognition is now deeply embedded at Dessercom through multiple channels. The internal portal highlights success stories, service anniversaries, and initiatives that strengthen the employee experience.
Employees who sacrifice themselves for the well-being of others deserve the best recognition, and Dessercom’s persistence is paying off. Today, survey results confirm that employees feel more valued and supported, while HR metrics demonstrate both higher engagement and remarkably strong retention.
A culture of recognition doesn’t develop overnight, but with structured training, regular initiatives, and the right tools, Dessercom has built a sustainable model where recognition thrives.
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