8 - 12
The engagement interview is a periodic (yearly or half-yearly) one-on-one structured discussion between a superior and a subordinate. It’s a two-way deep and honest conversation to identify and reinforce factors that drive an individual’s retention and engagement.
Using this proactive interview method your staff will know that they are important and it will create a more honest and trustful manager-employee relationship and team atmosphere. This alone can lead to higher retention rates and higher engagement level. Establishing open communication on these vital topics will allow you to find win-win solutions for the discovered issues.
Beyond the process and key principles, each step of a proper interview flow will be explored and practiced during the training. Even a step-by-step series of questions to guide meaningful conversations and ensure fruitful outcomes will be provided and further fine-tuned for the managers. This will give a stable yet flexible basis for them to practice engagement interviews even with difficult employees, where significant ventilation or negative feedback can be expected and should be handled professionally. The engagement interview is to be an integrated part of the organization’s complex engagement solution that is to tackle the current labor market megatrends.
Let’s talk and build the right solution for you.
Leave your details and we will contact you shortly.
Over the past period, remote work and online communication have become the new routine in the lives of many teams. This virtual distance brought a new set of challenges not only in how to successfully operate, but also in how to maintain team spirit, the feeling of togetherness, and improve collaboration&communication.
We are living in a world of digital revolution. Organizations, teams and people are connected more than ever before. We can love or hate the changes the technological explosion is generating in our life, but avoiding them is impossible.
If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
Many leaders assume engagement is a task for top management and HR. But is engagement something that you can only influence from the top? What is the responsibility and opportunity of direct supervisors, middle management, and even employees in enhancing engagement?
All of us are parts of different teams, and our success is highly determined by the members of these teams. Our specific Insights-based program focuses not only on development of the individuals, but also on the common development of the team.
Why is it that people with similar abilities, under similar circumstances provide different performance? What is the reason why some people with the same knowledge and preparedness can’t develop, while some can demonstrate continuously improving performance?
Adapt quickly to an ever-changing environment. Find solutions to problems you’ve never encountered before. Promote self-organizing, multifunctional teams. Foster innovaton and creativity. Keep striving for excellence”- Do these expectations seem familiar to you?
More and more people use digital tools and solutions for work and for all aspects of life. How well are we really aware of the opportunities digital technologies offer? How consciously do we select digital tools to become more successful in our work?
Employer branding is often misinterpreted; it is neither Recruitment Marketing nor just the communication as an employer, but the conscious process of positioning and promoting an organization as the employer of choice to a desired target group. One that a company needs and wants to recruit and retain.