Company culture at Morning.

We tell you everything about our company culture!

At Morning, we innovate constantly and invent new practices to give our employees, as well as our members, a (very) good working day! A quick tour of our company culture...

At the start, there is: trust!

Trust is the foundation on which the whole culture of the Morning team rests. Trust in oneself, trust in one's work, trust in others. It is necessary for taking charge of one's working time, one's tasks, one's projects.
This trust, once granted, quite naturally allows for the right to get it wrong, and to try again. We call it test & (fail &) learn. We are great believers in it within the team. This trust also triggers a whole host of practices that we set out for you here.  

#1 The basic practices,
the ones the culture is built on.

✅ Masks off.
New arrivals are invited to breakfast with Clément Alteresco, CEO of Morning. In essence, the message conveyed to new recruits is this: « Be yourselves. Whatever you do, don't put on a mask, because you won't be able to express frankly what you've got inside. » When the mask comes off, plenty of other things disappear with it. The knots in the brain, obviously, but not only that. It's also the end of the little tales whispered in the corridors and of power games. Exchanges become franker because the teams know one another, truly.

✅ Remote work & flex-office.
At Morning, both practices are part of our habits. With us, remote work takes place as much at home as within our 40 workspaces. While employees ordinarily work within an HQ in the same Morning space throughout the year, everyone is invited to make use of others.
The aim? To meet new people and reawaken your creativity by changing your surroundings. And since we practise flex-office, no one has an assigned desk — a chance to discover a new neighbour each day! All of this must of course be done in an organised way, in agreement with your team. It's a flexible system, but one based on trust.

✅ Project-based working.
At Morning, every member of the team is put in a position to bring their ideas to life, to lead their own projects in a very concrete way, surrounding themselves with resources of their own choosing. The company moves forward in this way, through what each person achieves.
Every accomplishment is the fruit of collective work that rests on collaboration and trust between everyone. For any project, you need a leader who will surround themselves with expert contributors, who will enable them to make progress throughout the mission. (Read also: “Project-based working”, for a more cross-cutting organisation.")

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‍✅ Pay.
At Morning, you don't negotiate your salary, because we're not all equal when it comes to negotiation and good negotiators aren't always the best people! That's why, on this subject, employees trust the coordinators and HR to pay them at the right level relative to their team and to the market, and this comes through an equal annual increase for everyone that rewards the work done during the year, and preserves purchasing power.
But that's not all: everyone receives a collective bonus depending on the company's turnover, profit-sharing, Nexity shares, and an incentive in the company's capital because, as Clément Alteresco says: "there's no reason why the capital shouldn't belong in part to those who add value to it". (Read also: How do you put feedback in place in your business?")

#2 The practices for communicating

✅ Feedback.
With a view to making employees ever more autonomous and constantly progressing, they regularly take part in the exercise of peer-to-peer feedback, whether to look back on a project, acknowledge someone's work or highlight an area for improvement. This constructive, in-depth feedback allows them to build up their communication and to grow in an environment that encourages progress and transparency. (Read also: How do you put feedback in place in your business?")

✅ The Teampérature.
Beyond a fairly subtle pun, this is a questionnaire sent to the team every month. On the menu: finding out how everyone is feeling, their involvement, their pride in working in the team, their stress, their workload. All the results are compiled, explained and sent back to the team. A brilliant way to take the overall temperature of the company.

✅ Getting together.
Because the team loves to get together, there's the Big Meeting, the monthly briefing and, of course, the seminar!
But also all the moments created by the ambassadors (employee representatives) to share news, but above all to get to know one another better and spend time together.

#3 The practices for starting well and parting well

✅ Onboarding.
Everything is done to take care of new recruits' arrival! The newcomers all have a mentor, whose role is to integrate them into the team over their first few weeks. They spend the first 3 days together, regardless of contract or role. On the programme: a bit of culture, some business updates, Asana training, some impact, feedback training... And above all, a visit to various Morning spaces.

✅ Offboarding.
It is taken care of just as much as onboarding. The end of the adventure is as important as its beginning, so we are keen to make the departure as serene as possible. Two departure options are open to recruits: resignation and mutually agreed termination.  Depending on their length of service, each person can leave with a supplementary payment (added on top of the statutory payment) as well as a budget to make "one last treat" happen.
Three options are possible for this "last treat": a team-building outing with their team, a trip, or a training course. Whichever option is chosen, Morning will cover it. On top of this comes a gift card as well as the legendary leaving do. That goes without saying. (Read also: "Offboarding: turning the end of a story into a new beginning!")

#4 The "icing on the cake" practices

✅ The Team Lab (a.k.a.: peer-to-peer training).
We employ cabinetmakers, interior architects, baristas, business developers... and the list goes on. So one day every two months, employees offer to train their peers on their subject of expertise / their pet subject. These workshops can be professional or personal: an introduction to coding, learning how to conduct an interview, negotiation tips, or embroidery classes, singing, or an introduction to cabinetmaking...

✅ Parents, well looked after.
In 2022, the number of births at Morning nearly tripled. So we signed the Parental Challenge and adopted a whole series of measures to allow parents-to-be to experience their new adventure in the best possible way: longer second-parent leave, adjusted hours, financial support during leave... (Read also: "Parental challenge: 12 measures for a better transition into parenthood")

✅ The bonus perks.
At Morning, we enjoy plenty of bonus perks to make everyone's life as easy as possible. So we opted for above-average coverage of the health insurance scheme! Swile luncheon vouchers (for the record, we're the ones who fitted out Swile's offices) a Gymlib subscription, legal advice via Ekie, coaching with Coachello, a mobility allowance for everyone, knockdown prices at Club-Employés...

✅ Referrals.
Since everyone is an ambassador for Morning while they work there, everyone naturally becomes a recruiter. To encourage everyone to recommend the gems in their circle, a referral bonus goes to any team member who brings a friend, an acquaintance or a cousin into Morning.

Now you know all about the Morning culture; don't hesitate to apply to our various vacancies.

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READ ALSO:
☞ "5 tips for acing your job interview (at Morning)" for those who might like to apply (we're waiting for you, come along!)
☞ "The pay system at Morning" which is also a subject shared with the whole team!
☞ "The employee perks at Morning" for those who might like to discover all the benefits created for employees, by employees.