How can you manage and engage your team remotely in an uncertain context? Stéphanie Lailvaux, Head of HR Development at LVMH Fragrance Brands, He delivers his testimony in video about our short training in remote management and the transformation of work styles and the HR function (interviews conducted in February 2021).
Cyrille Chaudoit: Why did you choose to help your managers manage their teams remotely?
Stéphanie Lailvaux: We chose the talenco training program because help our managers maintain a high level of team commitment, especially when working remotely and despite the unprecedented and uncertain context we face today.
CC: Precisely, could you explain to us how you experienced the crisis situation related to Covid-19, and what created this need to support your managers?
SL: In March 2020, just like most companies around the world and especially in France, we all found ourselves suddenly confined to our homes.
Therefore, as Head of HR Development, it was a goal to be able to support and help our managers, as well as all of our employees, in maintaining this high level of commitment even remotely, in a context that was unprecedented and unprecedented.
We wanted give our managers the means to continue supporting their employees in working effectively and collaboratively, By encouraging moments of exchange and collaborative moments.
CC: What were their expectations in terms of support?
SL: This distance management training had the objective of equipping our managers to help them to animate new rituals and collective times, while facilitating work in a collaborative mode. In particular, we were looking for ways to help our teams maintain high levels of engagement and energy over time, as well as to help them with their remote management which wasn’t always obvious.
CC: Is there a particular aspect of the training that attracted you?
SL: In the training program offered by talenco, I think the employees really appreciated, in particular, the « How to manage projects and unleash creativity even remotely«And that, that’s part of a full-fledged webinar.
CC: What feedback did your teams give you about this journey? What did it bring to their daily lives?
SL: The participants found that The tools presented by talenco were practical, qualitative, and very easy to adapt and implement in their daily work.. That was also one of our goals. We wanted every participant to be able to implement these tools in their daily lives as soon as they left the training.
It’s not always easy to animate a distance training course, of course, but our participants found this training cycle very interesting. fun, dynamic, theoretical and above all pragmatic.
CC: Thank you. And if you could only remember one strength?
SL: That would be exactly The playful side of the training. Because not only were there theoretical parts presented during the module – which lasted two hours – but there was also a moment of exchange between the managers as well, where they could share their best practices and also to leave with some Concrete and practical tools to be immediately adapted to their daily lives.
CC: Any suggestions for us to improve our approach even further?
SL: If I could make a suggestion, something that could perhaps be improved – since it’s more difficult to set up training over distance – that would be to extend the duration of some webinars, to delve a little deeper into certain topics. To cover fewer topics, but to go deeper into some of them.
An example that I could share with you, in particular, is about OKR method. It was a tool that the participants found very interesting, but unfortunately during the 2-hour module we didn’t have the opportunity to really put this tool into practice. So at the beginning of 2021, we set up a dedicated workshop specifically for OKRs to really allow employees to practice and anchor this technique.
CC: Would you be willing to recommend this course?
Stéphanie Lailvaux, Head of HR Development
SL: Yes, I would recommend this training program to other colleagues because, among other things, I find it to be a very good workshop to implement in our current context and also because it contains practical tools that are easy to implement for both a manager and an employee. And furthermore, I find that the staff at talenco bring a lot of dynamism and are very engaging in their training.
Chez LVMH Fragrance Brands, We had already set up some workshops with talenco, notably with Raphaël Kattan, whose teams appreciate his dynamism.
CC: Thank you, I will pass them on; they will be happy to receive it! You were saying that a lot of things have changed since the beginning of 2020. Can you share with us your vision of the future of work?
SL: I think that in the future, in terms of work, every company will have to be innovative. It will be very important to listen and be receptive to feedback from our employees, to continue innovating. This is something we do very well at LVMH Fragrance Brands, by regularly conducting engagement surveys to continue to have the feedback from our employees.
We will also have to adapt, given the current context, by considering a more flexible working method.
CC: So, prioritize this culture of constant feedback to adopt a management approach that serves the employees – especially remotely – and a new flexibility. Can you tell us more about this last point?
SL: There will be, among other things, the part regarding teleworking and working in the office on a daily basis, but being flexible also means being attentive to the needs of employees, especially regarding HR tools. If there are things we can adapt or improve to make the process easier for our employees, the big challenge for us will be to transform ourselves and sometimes rethink our ways of operating.
CC: In recent years, HR may have been a little less the driving force behind the transformation of the company. Now they are once again, and this is even more true with the Covid episode. Isn’t this the right time for HR to take on a new dimension within the company?
SL: Yes, I think today we have an opportunity to change our corporate culture a little and create a company that is innovative, that dares to innovate, especially in terms of transformation. After Covid, at LVMH Fragrance Brands, we have a lot of feedback and so it is up to us, today, to build our roadmap for the coming years.
CC: Have you already identified any signs of transformation or trends to monitor?
SL: At LVMH Fragrance Brands, we will continue to innovate our working methods. Whether it’s the processes or the tools we use, we can always try to rethink our techniques to improve. In particular, we want to increase our expertise in digital technologies; this is one of our main training areas.
Short training course «Managing your team remotely»
Methods and tools for reengaging hybrid teams
