People & organisation
Your team is your driving force. But managing people is more complex than ever. Legislation is changing, expectations are growing and talent is scarce. How do you ensure clear roles, performance and commitment? And how do you prevent absenteeism and staff turnover? A well-thought-out HR policy helps you move forward: from wage cost optimisation to welfare policy, from recruitment to leadership. The right choices not only ensure satisfied employees, but also a resilient business.
Recognizable situations
Situations you recognize, answers that help you move forward.
Motivation arises when employees feel seen, valued and challenged. Invest in open communication and provide regular constructive feedback. Involve your team in decisions that affect them and ensure a clear link between their work and the company's goals.
Personal development opportunities and recognition of performance also strengthen engagement. In addition, a good work-life balance and a positive working atmosphere play a major role. Flexibility in working hours or locations, for example, can increase well-being. Motivation is not a one-off action, but an ongoing process in which listening and adapting are key.
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The corporate culture forms the basis for how employees work together and make decisions. Ensure that your organisation's values and standards are clear and aligned with your strategy. Communicate them regularly and actively exemplify them yourself as a manager. This will create a common frame of reference.
Involve employees in shaping the culture, for example through workshops or feedback moments. Measure and adjust where necessary to ensure that behaviour, attitude and processes support the company's goals. A strong, shared culture helps everyone to work towards the same goal.
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Temporary staff shortages require a flexible approach. Use temporary workers, freelancers or temporary contracts to quickly bring in extra capacity without long-term commitments. Make sure you have a network or reliable partners so you can switch quickly.
It also helps to look internally for opportunities to shift tasks or work overtime, while respecting the workload, of course. By streamlining processes and setting priorities, you can limit the impact on the organisation. Good planning and communication also prevent surprises.
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An efficient recruitment process starts with a clear job description and a realistic profile. What are you truly looking for in a new team member, and how can you turn that into an attractive and transparent message? By structuring and automating your selection procedure, you save time and increase the likelihood of finding the right match.
Make use of digital tools for screening, scheduling and follow-up. Combine that with a human approach: clear communication, quick feedback and a positive candidate experience make all the difference. Want to build a strong team? It starts with a recruitment process that is just as professional as the people you hope to attract.
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Other important moments
These topics will help you think, plan and grow further
Other important moments
These topics will help you think, plan and grow further
Are you at a strategic turning point?
Whether you want to grow, internationalise, digitise or transfer, we are happy to think along with you. Contact us and discover how we can support the growth of your business.