Energy

Strategic shift towards "Polyvalence" to operate an LSR plant that handles liquefaction, storage, and regasification.

To support future growth, Energir redesigned its LSR plant operating model around multi-skilled roles. The transformation delivered strong engagement, operational resilience and a sustainable foundation for workforce development.

Vision

A complex operational shift in a high-risk industrial environment

Energir’s Liquefaction and Gas Storage Plant (LSR) faced a major strategic imperative: deliver operations and maintenance at a competitive cost while supporting a strong increase in sales over the next five years, without compromising safety or operational reliability.

‍

Several structural challenges stood in the way:

‍

Operator and loading attendant roles were historically siloed.
Plant downtime was difficult to absorb due to limited flexibility.
Skill development relied heavily on informal knowledge transfer, with long ramp-up times and no shared reference framework.
Highly technical environment with critical operations, emergency interventions and strict certification requirements (MMF-CB).
Shift-based workforce (day/night), making alignment and engagement more complex.
Initial resistance: skepticism from the field suffit.

‍

The vision established with the unions was:

“Reorganize the four existing specialties to maximize efficiency, share skills, and support future growth. This vision must be supported by a rigorous, structured, and proven training program.”

‍

Energir needed to have a solid transformation and support plan to secure buy-in from operational teams and demonstrate the benefits of the project.

A peer-driven, hybrid learning model anchored in daily operations

Following a competitive RFP process, Energir selected iNNERSHiP as its partner in 2021 to design, structure and deploy the LSR plant transformation program.

The partnership unfolded between 2022 and 2024, with a structured anchoring and sustainability plan extending into 2025.

‍

A Customized VCIM™ Approach

Vision: Clearly defined skill pathways aligned with the 1,000-hour apprenticeship and MMF-CB certification requirements.
Collective: Pedagogical co-construction directly on the floor with operators, attendants, and managers.
Individual: Tailored digital learning paths accessible 24/7 on mobile or workstations, allowing learning to pace with individual progression despite shift rotations.
Measurement: Live dashboards tracking progress by role and monthly project checkpoints.

‍

Solution

1 tailored learning pathways for each key audience

1) Operators were required to master tank loading operations

Progressive learning across multiple shifts with peer supervision.
Covering all loading docks
Observation grids, emergency scenarios, administrative tasks and validation steps.

2) Loading attendants needed to learn how to operate the plant

Full immersion into plant operations.
Structured preparation for the 1,000-hour apprenticeship and MMF-CB certification.
Development of a global understanding of plant processes, safety and incident response.

‍

Engagement & Sustainability

Collaborative Partnership: Direct involvement of frontline staff in co-design, supported by site leadership and regular coaching loops.

Centralized Knowledge Base: All reference material have been organized and leveraged into a complete onboarding pathway for any new operator at the plant.
Sustainability plan (2025–2026): While the project was called a success, we keep monitoring the long term results and good execution of the sustainability plan, including proper onboarding of new staff and pathway updates if changes take place at the plant.

Collective and
individual

Sustained performance, full adoption and a clear cultural shift

‍Full adoption of learning pathways

100% completion of the tanker loading pathway by all required learners.
100% completion of the inside/outside operations pathway by all required attendants and new operators.
71% voluntary participation from experienced operators, well beyond initial requirements.

Clear “before and after” impact

Field feedback highlighted a profound cultural shift:

"Barriers have fallen, documentation is now clear, centralized and accessible."
"Teams moved from an unstructured environment to a durable operating framework."
"Morale and engagement have significantly improved."

Operational readiness secured

15 operators fully trained and ready, according to site leadership.
Faster and more reliable onboarding for new hires.
Limited safety risks and improved consistency of practices and reduced operational dependency on informal knowledge.
Important in a highly competitive market. New comers confirmed the efficiency of the onboarding experience.