6y
Hi,
We highly appreciate that you took the time to tell us about your experience with OpenClassrooms. Thanks a lot.
Regarding the silo structure and politics, this is something I am aware of. This is not something I want to see at OpenClassrooms, so I am actively working on this, with the help of our leadership team and the wider team. I think we’ve fixed a lot in the past couple of months already, so let me explain more in detail.
We have lived quite an intense growth in the past year with more than 100+ new employees (roughly x2). We had many new teams, new colleagues, new leaders, a lot of changes, and we are still all learning how to collaborate together.
Here is what we are doing to address the issues you raised, amongst many other initiatives:
we clearly expressed to all our leadership that we'd like them to be role models on our principles and behaviors, including great internal and transversal communications, team play, care, trust, and absence of politics
all managers and individual contributors are assessed on soft skills and behaviors aligned to our 4 principles. This includes good interpersonal communications, absence of politics, and team play. We help, train and coach those of them who are behind expectations, and sometimes have to make a hard decision when somebody crosses the line
this year, we aligned and shared smart goals and bonus plans on cross functional problems and targets (for example, bookings and revenue for sales people and also for global operations, or tracking revenue in our education team)
we launched bottom-up workgroups to strengthen our culture and our principles (notably on recognition, reward, learning as an organization, lessons learned, etc.).
we revamped our weekly all-hands to lighten them and highlight great cross-team successes (for example recently with our new program with Pôle emploi). This also includes frequent communications from various department leaders by email to the wider team.
Recent results show that the employee engagement and Employer Net Promoter Score increased quite significantly, and is well above market standards. We are still very committed to making it even better and better.
Regarding the workload, we have an open-door policy: if your workload is too high, feel free to reach out to your manager, HR or myself directly to see where the problem comes from and think together to design the best solution to make sure the workload is acceptable. We also provide access to Qare, a visio solution to help you get in touch with doctors such as therapists if you have problems handling some situations at work, especially during this lockdown.
About the surveys, I can confirm that they are totally anonymous. We use Supermood to track our employee engagement and you can see yourself on their website that the tool is based on anonymous surveys. Since the launch of the tool, we shared administrators access to every employee, so everybody sees exactly what I or HR see too. Saying that these surveys are not anonymous is just false, and as well as saying it’s used to bully employees. I would value your feedback on why you thought this as I have no idea why you believe this.
Please send me an email on pierre.dubuc@openclassrooms.com and I'll make sure to see how we could implement it. If you want to remain anonymous, you can send your email from any anonymous email account if you like.Your identity is not the issue here, what I care about is improving things in our company.
Thank you again so much,
Pierre Dubuc, CEO of OpenClassrooms.
