The facilitation of high-quality dialogue requires a structural approach: simple planning, smart preparation and commitment to the next steps.
Both participants in the dialogue are well prepared. Guidance and advice ensure that positive steps towards ownership and personal development are assured.
Smart tools guide both participants during the post-dialogue follow up. Employees experience autonomy, team leaders maintain control and management gains insight into risks and opportunities.
Simply plan the conversation with your employees. Dialogue content is based on available templates, for example job satisfaction, employability, development, the job itself and safety.
A smart scheduling system reminds participants of agreements. Up to 75% of time saved with a single central activation, support and follow up system.
Team leaders receive training and advice to strengthen connections with their employees. This enables them to work together to improve job satisfaction, well-being and personal development.
Employees have access to training and advice to discover where they stand, where they want to go and what they need to get there. They have greater autonomy in enhancing their job satisfaction, well-being and personal development.
Both conversation partners enter the dialogue well prepared. This enables experienced as well as inexperienced team leaders to engage in high-quality conversations, after which the parties can convert the topics that were discussed into action points.
Besides face-to-face dialogue, the team leader can choose an online option. An important difference with regards to Google Meet or Microsoft Teams is the specific people-focused approach of this method, which is crucial for forging genuine connections.
Assessing the questionnaires in preparation for conversations and analysing dialogue quality means that organisations have firm starting points for subsequent actions: a foundation for proactively creating a working environment in which job satisfaction, well-being, safety and personal development are anchored.
– Progress report
– Insight into agreements and dialogue reports
– Better management information to improve performance and employability
Five years ago, almost no one at Kalibra talked about vital leadership and long-term employability. Now, according to director Gerben Visser, these aspects are among the most important success factors of the business.
For three years, Kalibra has been using Teamshape Connect as its key programme to discuss staff employability.
– A 64% increase in motivation
– Dialogue rated 7.9 by employees
– 90% of staff are participating in dialogues