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My name is Laure and I have been working at Livestorm since January 2020. With a background and career in Human Resources, I discovered after a few years the role of Office Manager, which matched exactly what I was looking for in my professional life and what drives me daily: contact with employees, the versatility of tasks, and organization in the broadest sense. I had the opportunity to join Livestorm's teams and grow with them. In a context of hypergrowth, I was trusted to implement many processes, and when a People team was created, I was given the opportunity to dedicate myself to a role that is a true source of fulfillment.
Today, I am an Employee Experience Team Lead, in other words, I am responsible, along with my team, for ensuring that each "Stormie" has the best experience within Livestorm. This includes a wide variety of tasks such as communication, documentation, company life and events, equipment, social survey, and all projects that are defined based on the company's and teams' needs.
Livestorm is evolving very rapidly, the challenges are varied, and we have the opportunity to expand our scope and our missions accordingly. Our function has a real impact in building the company, which is evident simply by having a team whose role is to ensure the best employee experience. We must adapt to new ways of working, new needs, and constantly seek to innovate. These are beautiful challenges that are a true source of motivation!
At Livestorm, we focus on major life moments for employees. From their first day with our onboarding program, to their development opportunities, to important transitions like promotions or sabbaticals, we want to ensure each moment is positive and memorable.
The onboarding process is crucial. We make sure new hires feel welcomed, understand our company culture, and have all the tools they need to succeed. Beyond that, we continue to support them through regular check-ins, training opportunities, and team activities.
We also recognize that people's lives evolve, so we support employees through various life changes, whether it's a new role, parenthood, or personal challenges. Our goal is to show that we care about them as whole people, not just workers.
First and foremost, start by listening. Conduct surveys, hold focus groups, and have one-on-one conversations with your teams to understand what truly matters to them. Too many companies make assumptions about what employees need without actually asking them.
Second, be transparent and authentic. Employees can sense when communication is genuine or when it's just marketing speak. Share both successes and challenges, and involve employees in problem-solving.
Third, invest in your people. Whether it's through professional development, better tools, improved working conditions, or stronger team relationships, show that you're committed to their growth and well-being.
Finally, remember that employee experience is not a one-time initiative but an ongoing journey. It requires constant attention, measurement, and adaptation. Celebrate what works, learn from what doesn't, and keep iterating. The investment in employee experience pays dividends in engagement, retention, and overall business performance.
On ne le répètera jamais assez : prendre soin de ses collaborateurs est la clé d’une double réussite, pour chacun individuellement, et pour l’entreprise au global ! Contrairement aux idées reçues sur les startup, qui voient parfois d’un œil amusé le baby foot comme son symbole, prendre soin de ses collaborateurs commence par leur apporter le nécessaire dans leurs missions et dans leur évolution professionnelle, non seulement le jour où ils rejoignent l’entreprise, mais même avant.
Comme l’a dit David Swanson : "Vous n'aurez jamais une deuxième chance de faire une bonne première impression", alors n’hésitez pas à la saisir !
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