Employee well-being

In 2025, Enexis placed strong emphasis on absenteeism and its prevention. We provided managers with more practical support, including targeted training and additional expertise. By making better use of data analysis, we were able to respond more quickly and effectively to emerging absenteeism trends.

Training and development

We need a resilient workforce to create a future-proof energy system. That is why we are committed to the sustainable employability and personal development of our employees. We believe it is important that they stay healthy, enjoy their work, perform at their best, and have the opportunity to grow into new roles if they choose. Their development is key to maintaining agility in the labour market, both now and in the future. This is a shared responsibility between employees and managers.

Since 2024, Enexis has used a new appraisal system that no longer relies on scores; instead, it assumes every employee is doing their job well. We hold ‘Energy talks’ with employees, which is an opportunity for them to discuss their results, careers, well-being, and development with their managers.

‘Digitally fit’ employees

Enexis is becoming increasingly data-driven. This entails building a solid database comprising, for example, a central, secure data platform, a mature data governance organisation, and, last but not least, ‘digitally fit’ employees. We want our colleagues to be prepared for rapid technological change and the growing role of data. They need to be able to understand, apply, and integrate technology into their daily work. Through workshops, training, and communities, we give our people the tools to continuously develop their digital knowledge and skills. For example, we trained around 1,700 colleagues in GenAI, organised leadership training courses, and a dozen inspiration sessions on new technologies. We use Hoxhunt to alert colleagues to digital dangers.

Detailed information about Enexis as an employer is available in the Sustainability Statement.