Even as a generalist, we cannot do everything. Some areas require specialism and we have therefore selected the most important topics that we are knowledgeable about, add real value and enjoy working on as a “Partner in sustainable growth”.
Human Resources
DISC Model
The DISC method is an excellent tool, especially for teams (Management Teams, Boards, governing bodies) to work better and more effectively with each other.
Insight into your behaviour and drives and those of your colleagues. DISC and drives contribute to having a real conversation with each other. Getting to know each other better. Understanding what the other person thinks is important. Your preferences in communication will show quite consistently. Both at work and privately.
Work style preferences give you more insight into how you do your work and how you cooperate with colleagues. What happens if a colleague has a different preferred style? How do you deal with this and how can you strengthen each other? Our analyses give you, your colleagues and the organisation insight.
– Get to know yourself and others better
– Improve your communication power
– Increase your effectiveness in the relationship with others
Eissens HR Legal has the accreditation and experience to apply the DISC model in team sessions (workshops) and for individual coaching sessions. Since this spring, Geert Jan Eissens has been a certified trainer to guide DISC sessions. Interested: request a quote via our contact form or contact us by phone.
Organisational development
What stage is your organisation in? A Startup has completely different priorities than a mature SME. What am I going to invest in, and how do I retain my key knowledge carriers (critical roles). A Scale-up is in need of more structure, new positions, changing responsibilities and roles. Smaller family businesses also go through a transition when parts are sold or companies are acquired. The organisation then requires further staff development, with different responsibilities and improved processes that often lead to new positions with new employees. In this growth phase, interventions at various levels are often required, from guidance and facilitation to more intensive team-building sessions. Every company needs its own growth path and appropriate support, whether it is a workshop with personality tests (DISC model) or a comprehensive change leadership program.
Talent development
Most people want to develop. The three main drivers for employees to remain enthusiastic and motivated to work for a company are:
● Freedom of action (Autonomy), being able to decide for yourself when and how to perform certain tasks and responsibilities.
● What value does the company add (Purpose)? Employees care about doing something good, contributing to a higher purpose. I.e., understanding what you are doing it for.
● Finally, your own development (Mastery). Talent development is crucial, every employee wants to grow and a company can and should provide this.
Designing a talent development programme in any form is a must for any business. Creating a learning environment leads to inspiration, innovation and motivation so that one’s company becomes a learning organisation.
Employee benefits
The Netherlands has about 1,100 collective agreements, about 250 of these are concluded for an industry or sector, the remaining 850 collective agreements apply to individual companies or groups of companies. Smaller companies may also have to deal with a CLA if they fall within the scope of a CLA. Almost half of SME entrepreneurs work with a collective bargaining agreement (CLA). Not every entrepreneur knows whether a CAO applies. We will offer you advice on these matters.
Smaller companies (up to 250 employees) usually do not have a collective labour agreement. Startups and scale-ups like to have the freedom to determine their own employment conditions policy and remuneration strategy. Together with the entrepreneur, we create a set-up/design.
We are also happy to support you in complicated projects such as an acquisition (transfer of undertaking) and the more complex benefits such as pension schemes and stock options.
Change management
In many organisations, changes, complex situations and unexpected events follow each other rapidly. These may be takeovers, reorganisations, or simply growth spurts. How do you maintain an overview and influence the organisation’s course? How do you get people moving? And how do you deal with conflicting interests and resistance?
To guide change effectively, you need to be able to engage, connect and inspire people. Which sometimes means taking a difficult situation and making it into something beautiful. It is allowed to cause discomfort, because that means that something is being created. A complicated task but definitely exciting!
We are here to support you with this.
Leaderschip
Thousands of books have been written on leadership. The core message is that, as a leader, you can inspire others and incite them to the desired behaviour in your organisation. Underlying leadership are the ‘values’ an organisation stands for in combination with the character of the leader, among other things.
Thinking along about leadership in your organisation
● Does the current style of leadership suit the company and its employees?
● Is the method of management coherent with the corporate culture and values of the organisation?
● What happens when a new company is acquired and integrated into your business?
● How do you ensure that clashing leadership styles or different corporate cultures do not persist?
Complicated? It certainly can be. Solvable? Yes, but it requires a consistent and honest holistic approach that will have an effect on all employees.
