CONTINUOUS FEEDBACK

#20 CONTINUOUS FEEDBACK

A model that fosters employee commitment and allows for continuous professional development throughout the year.


THIS PROJECT IS PRESENTED BY EDF GROUP TEAM

Emma Dahomy-Polidor

Emma Dahomy-Polidor ENEDIS

Valérie Grangeteau-Duconge

Valérie Grangeteau-Duconge ENEDIS

Marion Menard

Marion Menard ENEDIS

Maud Marette

Maud Marette ENEDIS

In a word

Continuous feedback is a cultural model for employees to be assessed by their peers, their managers and even their colleagues in order to enhance a set of cross-cutting skills.

The project

At ENEDIS, employees are keen to improve or develop cross-cutting professional skills, more collective in character and pivotal for successful performance. Launched in 2019, continuous feedback complements existing professional skills evaluation mechanisms. An employee can ask a selected group of people to assess him on cross-cutting skills in communication, leadership, teamwork, team/project management, commercial performance, upfront communication, remote management, etc.

Available on smartphone via an application or on computer, the process begins, if the participant so wishes, with a self-assessment. Other employees can then be invited to deliver feedback on selected skills, continuously or in real-time, for example after a meeting.

Feedback, given as a score, is anonymous and based on clear and precise questions drafted by subject-matter specialists.

Respondents evaluate observable behaviours associated with a particular skill, endorse any strengths and suggest areas for improvement. Feedback is non-judgemental, sympathetic, and given in a spirit of mutual assistance intended to help the person upskill. For example: “Does Marie give priority consideration to group interests during teamwork?”. Possible outcomes : Never / Seldom / Often / Very often / Always Strengths: Attentiveness, Openness, Trust Areas for improvement: Availability

The collaborator is the only one with access to his results, which he can choose to share with his manager or evaluators. He can also opt to disclose his identity, and indicate his readiness to speak directly to his colleague over a coffee.

A new module on professional development is being drafted. It will give employees access to customised e-campus training programmes, based on the feedback obtained.

One of the aims of the project is to extend this mechanism to other Group entities in 2021.

This innovation has already been deployed in 4 regional offices and 3 national bodies of ENEDIS, and has been tested at Edvance and RTE. A trial is being prepared at the Customer Division [check compliance CRE].

Why is this a game changer ?

1405
items of feedback given to 81 persons during the initial trial!
A very high spontaneous usage rate
of more than 75% on average since its launch.
A genuine cultural shift
that is meeting the needs expressed by employees for greater responsiveness, novelty, attentiveness, transparency, autonomy and skills development.
This tool is in the hands of the employee, he is the one to decide if he wants to use the application, what his skills set is, and who he wants to turn to!

EDF Pulse Internal Awards Calendar

1

6 January 2020

Launch of the 7th edition of the EDF Pulse Internal Awards.
2

31 January 2020

Registration closes. 330 files received.
3

11 March – 13 March 2020

Selection of the 24 finalist projects by the selection committees.
4

23 March 2020

Announcement of the 24 finalist teams
5

2 November – 1st December 2020

Employees vote for their favorite project.
6

12 January - 13 January 2021

Finalists coaching.
7

13 January 2021

Auditions before the members of the Group's Executive Committee. Awards ceremony.
8

13 January 2021

Revelation of the 7 winners!