Zest allowed us to create and plan several recurring survey campaigns in a record time

The implementation of OKRs has allowed us to accompany the growth of HelloAsso, in line with our management model

Zest's flexibility has allowed us to design more relevant and engaging surveys, without the constraint of an imposed questionnaire, and to significantly increase participation rates

Zest's simplicity has helped to make it a tool at the heart of ongoing feedback, contributing to the performance of Celio employees.

"The most remarkable thing about the Zest project is the way in which all the stakeholders, without exception, were set in movement to explain the value of the listening process and to convince everyone to make their contribution, in a very tight timeframe."

 "Zest allowed us to implement the OKR (Objectives Key Results) method in a fluid, quick and efficient way. Thanks to the simplicity and ergonomics of the tool, we were able to focus on the essentials: formalizing our strategy and putting it into action."

"Zest enabled us to launch a large-scale survey very quickly, thanks to a very simple tool that makes it extremely easy to set up and deploy surveys, while allowing detailed analysis and comparisons."

Our focus is on CSR and sustainable partnerships. We have obtained the "Numérique Responsable" (Digital Responsibility) certificate and we are in the process of obtaining the "Lucie 26000" certificate. Our CSR manager was therefore involved in the choice of the digital solution and each company had to answer a questionnaire on its practices in terms of data management, solution management, etc. Zest shared our values and that weighed in our final decision.

« With the company's growing activity and the increasing number of new employees, information was not flowing as well as before, and we were having trouble maintaining the ties and supporting each employee. We quickly realised that we needed a multifunctional tool to structure our HR and management rituals. »

The manager's role is to make his teams grow, to make them more accountable and to help them find meaning in their work. But it's just as important for employees to be demanding of their managers in terms of follow-up and feedback. The Zest digital suite appeared to us as a facilitator of exchange and feedback to achieve our managerial transformation project.

In our industry, customer reviews and comments have a huge impact on the success of the establishment. So we know that by taking care of our employees, we take care of our customers. And communication, dialogue, collaborative work and employee well-being have always been embedded in the company's values and practices.

We wanted a digital solution that served the human element and not the other way around. A solution that would allow us to boost exchanges to gather feedback from our teams and, ideally, to modernize our evaluation process. Our wish was to regain the managerial agility and quality of exchanges that we had when there were only ten of us and when we were all on the same location. At the same time, our main objective was to implement the OKR method to manage our objectives.

We wanted to strengthen the cohesion between the teams scattered across the territory and go further in supporting each employee. We therefore needed a tool that would allow everyone to express themselves and share professional, emotional or personal information at any time.

Our employees regularly asked to be more involved, better informed about strategies, upcoming projects, ongoing or completed construction sites. They also wanted to be able to share their ideas and achievements with their colleagues. We thus wanted an intuitive digital solution that would allow everyone to express themselves, promote exchanges and enhance the value of everyone's work within the company.

By using Zest's check-ins, I have noticed an overall improvement in the performance of my team but also in their skills. This individual follow-up impacts the motivation and serves team's collective performance. I also use it to detect weak signals on the commitment of my staff in order to prevent potential departures and reduce turnover rate.

Historically, and as in most companies, the notion of evaluation at EDF was very top-down and done once a year. Zest enabled us to set up a system that allows employees to be involved in defining their objectives and managers to quickly identify issues and frustration points through monthly follow-up. All of this is at the service of the success of the employee, the teams and, therefore, the group.

Zest enabled us to launch a quick poll to find out how our employees felt about the new work organisation, and on a personal level we wanted to make sure that morale followed (...) We planned to ritualise this practice and launch a new survey every two weeks, in order to take the pulse of our teams on a regular basis.