At Enedis, teams are heard and better managed through check-ins

Regular check-ins: A new management approach :

The check-ins are held in a briefing-debriefing of 15 to 30 minutes and take place once a month.

Zest’s digital solution allows the manager to customize their check-ins’s frame and pattern. The employee can answer beforehand, indicate the subjects he wishes to discuss or ask the manager for feedback. Finally, the two parties meet to discuss the employee’s short-term objectives, his/hers contributions, his/hers feelings skills’ evolution.

The manager thus obtains a very quick, factual and regular assessment.

A close follow-up of employees’ specific needs to complement the yearly performance review

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Monthly goals are not 100% correlated to annual goals. Rather, they are defined according to the strategic needs of the business. They allow operational follow-up that will be used during the yearly performance review. They are maintained in their original format and supplemented by the monitoring carried out throughout the year at regular check-ins.

For the managers, this follow-up allows them to contextualize the discussions during the annual review and to keep a map of the realities in the field.

Onboard new employees

A very good acceptance rate of the new practice by the teams

Listening to what matters to employees

For some employees, formally expressing their feelings in writing triggers a discussion that they would not have dared to engage orally.

A direct impact on individual and collective performance

The Zest check-in framework is fully configurable and Enedis makes it evolve from one month to the next. As a result, the employee feels listened to and considered. He knows that there will be a constant exchange and that his difficulties can be discussed and resolved by his manager.

Reduce turnover rates within the teams

During the monthly check-ins, the managers within the Languedoc Roussillon regional department of Enedis ask their employees to indicate the activity or skill which they would like to develop and the team they would like to join. This enables them to take the temperature of their teams’ motivation and commitment.

This ensures real-time career follow-up in and over time it prevents demotivation and departures. The check-ins allow for an upstream discussion and the identification of weak signals or a need for change.