In 2007 the Feedback 360° pilot project was launched, offering the opportunity to integrate the traditional sources of company evaluation and feedback, provided by an individual's direct superior, with self-evaluation and evaluation and feedback from colleagues, collaborators and other  staff who regularly come into contact with in the work context.

This approach, based on the Emotional Intelligence model, allows participants to improve their self-awareness and their knowledge of the effect their behaviour causes in the work environment, and compare themselves with the individual and relational dimensions linked to the knowledge and management of emotions, while it also encourages style of  leadership based on involvement and personal improvement.

This tool makes it possible to closely examine the dimensions that have the most impact on relational ability and, in particular, on leadership ability.

The 2007 edition involved around 100 Eni managers who volunteered to take part in the project by selecting a group of people, including superiors, colleagues and collaborators, who were then required to complete an on-line questionnaire. The process involved approximately 1,400 people, which represented an adhesion of 98%.

The results, which were given to the participants all together and in an anonymous form (with the exception of the evaluation expressed by the individual participant's superiors), provided the participants with useful guidelines for defining their personal training and development plan, with the help of the personnel management department.

In 2008 plans have been made to carry out collective communication projects with management staff based on the results obtained, and the possibility of adding this methodology to the other tools used by Eni will be evaluated.

In 2007 Eni has launched  the Knowledge Owner project, an incentive policy aimed specifically at expert, non-managerial personnel who possess know-how that is particularly important for the company.

During 2008 the professional title of Knowledge Owner was officially introduced.

This is assigned to senior mangers who possess skills and knowledge acquired over a long period of time. Their professional expertise is not easily found on the external market and their professional authority is recognized both inside the company and in external communities as well as at an international level .

The Knowledge Owners have been selected following a well-defined appraisal process which allowed 192 to be identified in 2008.

The average age of the Knowledge Owners is about 51 (50.7) and most of them are between 50 and 55. More then two thirds belong to line functions, with a prevalence of professionals with a production background, and a particular concentration in the Engineering, Process Technology, Construction and Geology professional areas.

These sectors are characterized by a very high level of specialist skills that can only be acquired after many years of experience and are hard to find on the external market.

The Knowledge Owners are expected to tutor young people, draw up proposals for develop knowledge and professional expertise and be prepared to lecture at Eni Corporate University.