A culture co-built around strong values
Since its creation, OpenClassrooms has evolved to become the European leader in e-Education, a platform that transforms lives through online learning. Founded on a clear mission – making education accessible, the company has relied on its employees to formalize a strong corporate culture aligned with its values and ambition.
Why formalize a corporate culture with its teams?
By engaging its 60 employees at the time in a collaborative effort, OpenClassrooms brought forth a list of 15 keywords reflecting the reality experienced within the company. This work made it possible to formalize 4 fundamental principles that today govern the corporate culture:
We dare: Innovation is at the heart of OpenClassrooms' DNA. The company dares to explore unprecedented solutions such as the first diploma and the first online apprenticeship in France.
We care: Every employee and student is supported to succeed, with a genuine concern for their well-being and development.
We persist: Persevering in the face of challenges is a key value. Nothing works on the first try, but tenacity is the driving force behind every success.
We tell it as it is: Transparency and honesty guide interactions, through processes like Lessons Learned that encourage constructive criticism.
Overcoming cultural challenges of remote-first
Maintaining the collective spirit despite the distance
The shift to remote-first raised specific challenges for OpenClassrooms. The risk of purely transactional interactions between employees was identified as a threat to team spirit and culture.
Solutions implemented:
In-person collective moments: Regular organization of meetings to strengthen the human connection.
Buddy program: Each newcomer is accompanied by an employee from another team, facilitating cross-functionality.
Fighting against silos and subcultures
With the rapid growth of the company, team subcultures risk emerging, creating silos detrimental to collaboration. OpenClassrooms ensures to strengthen inter-team links and disseminate values homogeneously.
Integrating culture from onboarding
An immersion in values from the first days
At OpenClassrooms, onboarding is designed as an immersion into the culture. Co-founder Mathieu Nebra personally presents the vision, mission, and values to every newcomer. This process also includes:
Onboarding journey on the OpenClassrooms platform: Completion of practical projects linked to values, such as giving feedback or learning to collaborate effectively.
Buddy system: New employees are accompanied by a mentor to navigate the company and soak in its values.
Concrete example: Onboarding projects include learning the principles “We care” and “We tell it as it is” through practical exercises.
Measuring and driving culture daily
Structured feedback process
OpenClassrooms regularly evaluates employee adherence to values through cultural management tools:
Annual interviews: Self-assessments and manager feedback on the embodiment of values, rated on a scale of 1 to 5.
Monthly eNPS: A key indicator to measure overall engagement.
Inclusion and diversity survey: Monitoring perceptions and adjusting initiatives to foster an inclusive environment.
FAQ – Frequently Asked Questions about corporate culture
Why is it important to formalize company values?
Values help align employee behaviors with the company's strategic vision. They serve as a guide for decision-making and strengthen team engagement.
How to integrate values into HR processes?
Practices like immersive onboarding, structured feedback, and regular interviews ensure that values do not remain abstract concepts but become concrete behaviors.
What are the specific challenges of remote-first?
The main challenge is maintaining team spirit despite the distance. This requires deliberate efforts to create collective moments and fight against silos.
How to measure the impact of values on employee engagement?
Tools like eNPS and 360° feedback allow you to measure the embodiment of values and identify areas for improvement.
Key Lessons
Drive culture at the highest level. Culture must be embodied by leaders and integrated into every strategic decision.
Encourage co-construction. Involving employees in defining values strengthens their adherence.
Put values into practice. Linking each value to concrete behaviors facilitates their daily integration.
Adapt rituals to the remote context. Invest in collective moments and collaboration tools to maintain the human connection.
To go further: Download our guide on embodying company values
Conclusion
Do you want to transform your corporate culture to adapt to current challenges? Contact us at contact@the-dots.co for personalized advice and tailored support.