In 2022 as a way of enhancing its talent identification and development ‘Engie Boost’ program, the French multinational utility company implemented a new way to identify its future leaders. Entitled #ShakeiTake, the goal of the innovative project is not only to retain a broader more diverse, more international, more female and younger talent, but also to strengthen the commitment of employees involved in the new process. Vincent Ruf, Head of talent experience, talks to Planet Labor about the challenges with the Boost program and its implementation.
Can you describe for us the cornerstone of the ‘Engie Boost’ high potential development program?
- Vincent Ruf. At Engie, instead of high potential we talk about talent and future leaders. We set up Engie Boost in 2018 as a program designed to help employees who have the potential for growth and change, learning, and leadership to exploit their skills with a view to taking up key roles in the future. For a period of approximately two and a half years, each talent entering this program receives high-level HR coaching and undertakes a number of development activities. Those on the program have access to a specific talent manager (an experienced Engie HR manager) who helps them build an individual development plan consistent with the company’s strategy and set objectives accordingly.
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