It is clear that an attractive salary is not enough to convince candidates to join the company. “People want to understand what they are doing and why they are doing it, they are looking for a job without nonsense,” notes Nicolas Ducharme, CFO of Batch, a CRM platform known for its functionality for creating and sending web and mobile messages. “We also want to work where we are given the means to achieve our goals. This also requires the support of our employer on our personal issues. “adds Cecil Bossant Le Jantil, head of customer success at the same company.
If at the end of 2021 the startup raised 20 million euros, it aims not only to launch its new product or accelerate international development, but also to invest in its corporate culture and skills development of its employees. .
Ensuring the psychological safety of its employees at work is the basis of Batch’s corporate strategy. Because a calm employee at work is an employee who can fully dedicate himself to his tasks during working hours without worrying about personal worries.
How are these investments in corporate culture specifically reflected in Batch?
Strict measures to promote work-life balance
With the onset of the health crisis, personal life has come a long way at work: “We saw each other’s children, spouses or animals land in a camera field in the middle of a meeting at Zoom. This has brought changes! Today, candidates without hesitation ask us what time they can leave the office in the evening. It was unthinkable a few years ago. “ compare Nicholas.
This is the question Alice Hervet, formerly a tax specialist in large groups, and now Finance Ops, dared to ask during an interview in Batch: “The culture of presentism does not speak to me. On the other hand, it’s being very effective at work to meet challenges, yes! That’s what attracts me the most in Batch! »
The company has developed rules so that their employees do not drown in long working days and bring rest and leisure to their work: no e-mail after 18:00, the opportunity to leave earlier in the evening without reporting …
“Before coming to Batch, I sometimes finished very lateCecil recalls. I liked my work, but I realized that this rhythm could not stand when I wanted to have a child. I thought I could not have a difficult responsible position and a harmonious family life, but I succeeded. I regularly go out at 5:30 pm to pick up my son from kindergarten and spend time with him. One day I learned that my CSM team had returned to work the day before, after drinking at 6pm to finish work. I have canceled the entire agenda so that we can settle this charge. »
Every other evening, Nicholas also leaves the office earlier to pick up his son: “And then I don’t work from home againhe says. This organization is good for everyone: some take the opportunity to spend time with their children, and some like to finish early to drink beer, dance or ride a horse. In early 2020, the startup also established an extended one-month childcare leave and facilitated access for young parents to childcare.
However, even if the company strikes a balance between work and personal life, it fully respects the privacy of its employees: “Our company is not our familysays Nicholas. Our work at Batch allows us to have a full family life, because we earn money and because our company promotes such a balance between work and personal life. We are more than a family, we are more of a high-level sports team that needs to train intensively before matches, as well as have a full recovery. »
Transparent remote work policy
Butch quickly formalized the rules of remote work: either you are in the “remote first” mode and you have to be in the office 5 days a month, or you are in the “office first” and come to the site at least two days a week. “The policy is clear and transparent enough not to create tensions. As for schedules, we will benefit from some flexibility. Now half of my team is in our Lyon office to work and attend the Nuits sonores event. ”explains Cecil.
Clear definition of evaluation and support criteria in professional development projects
“We know that today it is very important for a person to know what the employer expects from him: will I be evaluated as CSM by the number of sales or by my ability to meet with clients on my own? That’s why we created Career Pass, a professional development network. “ Nicholas is developing.
For example, in her CSM division, Cecil drew the attention of these teams to this grid, which presents development criteria in terms of seniority, goals to be achieved, development of special experience or management skills: “It is on this grid that we are based to discuss together the possible evolution (horizontal or transition to other teams: key account, data, etc.) and what needs to be implemented in terms of learning to support these routes. From the manager’s point of view, for our teams to shine, recognizing and evaluating their work with the entire company is part of our goals. »
“Today, training my teams and ensuring the safety of my division is more important than changing. This support makes even younger people feel valuable and capable. Yesterday CSM told me that for the first time she felt that she was an expert in the eyes of the client, that’s what we want! », She continues.
Communication is another component of Butch’s DNA, where key information, as well as the most informal, passes through the usual points, breakfasts, during which newcomers are also presented. “You won’t miss half the news here if you don’t go to a party or an aperitif. We don’t need to be present during these festive moments to communicate, to be seen well. “appreciates Alice.
The company also encourages contact with a friend before joining. The prospective employee can contact this clerk to ask him any questions about formal and informal rules in the company. “I was struck by the light communication from the recruitment stageCecil recalls. I received an SMS from the HR department before the interview wishing good luck, and then asked how everything went. »
Convinced of the beneficial effects of this corporate culture on attracting and retaining talent, Nicholas is pleased “Celebrating this year the 10th anniversary of a box of four Batcheurs is a rather rare phenomenon in companies, and in particular startups today. I don’t think I would have lost an employee overnight if he hadn’t come and told me about his departure in advance. I hope that this mutual trust will keep people for a long time. “