That’s the new generation
How do you get young, highly-educated employees interested in what you're doing? How do you get them involved in your company while at the same time, retaining their input and individuality? And how do you help them develop on a professional and personal level?
Many corporations are struggling with these issues. With an average retention of 2/10, L&D programmes have little to no effect. What does work?
Just imagine...
- Retention of recently-hired employees rises from 2/10 to 8/10. This gives a significant boost to the ROI of your recruitment and selection processes.
- Your talent pool expands: new employees feel that you value their talents and they make every effort to develop them. Win-win.
- You relieve the burden on managers, caused by training new team members. They often lack sufficient training and time to do so.
- The news will spread through the job market like wildfire: you strive towards personal development from day one, not simply from the initial performance review onwards.
Personal development process in three steps
A personal development process is always tailor-made to your challenges and organisation and unifies these steps:
1
I firstly sit down with the new employee and their manager. We make our expectations clear and attune them with one another. Personal drivers and career planning also play a role here: after all, not every team member wants to become a manager
2
Together with L&D and/or the manager, we work out a process with internal and external group training, during which we encourage learning from one another. We also focus on complementary soft skills such as networking.
3
I run a parallel one-on-one supervision with a focus on personal development. The objective is encouraging employees to utilise their personality at work to ensure it better suits them, that they get more fulfilment out of it and ultimately, reap the rewards.
What do customers sign up for?
Future vision | Only the flexible, dynamic companies continue to exist. That’s why you want people who think about the future and who help prepare for it. We help employees to bring their unique nature to your company, helping it to evolve.
Commitment | The responsibility for professional and personal development lies not only with the manager, but also with the employee. This is why I focus on the shared commitment of a team member and manager during the personal development process.
Connection | Supervising your team members on a professional and personal level from day one, which is essential for the new generations. This is how you attract people with a strong drive who’ll connect with your company and continue to propel it forwards.
Three reasons why companies rely on me
I started new departments and processes in my career and motivated people to learn new skills. I never pushed people to do so: I encouraged employees to develop themselves. I will do the same for your company.
In an international context, I have been valued over the last 17 years thanks to my feel for cultural sensitivities. Every employee and manager has their own cultural and personal uniqueness, and I take that into account.
I thrived in the corporate environment, with a critical outlook and plenty of enjoyment in my work. I continually worked with innovative SMEs, along with private individuals and government later on. I will take this open attitude to your company.