Employee engagement, employee retention, and employee development are increasingly important for managing directors and managers across all industries. They constitute the central lever for motivating your team, in this way setting a course for sustainable success in the wake of the coronavirus.
How to take employees with you on this journey and help them realize their full potential
Topics that currently occupying company leaders’ and managers’ minds
Decision-makers and managers are asking themselves...
- … how can I successfully transition to the new normal without upsetting my employees?
- … how can I ensure acceptance for the introduction of important technologies at an early stage and increase others’ willingness to use these technologies?
- … what new skills, competencies and behaviors do I need as a manager, and which do my employees need? How can we develop these in a targeted manner?
- ... how can I increase job satisfaction, the quality of work, and work results by introducing new model for collaboration and worlds of work?
- … how can my HR function continue to fulfill the central role it played during the pandemic in a more strategic context?
- … what performance management strategy and what remuneration model do we now need to achieve optimum employee engagement?
Offer tangible solutions
On the road to the new normal, you should focus even more on your employees than before. After all, in times of crisis, employees pay more attention to the corporate culture represented by their employer, the values for which it stands, and the measures you take as a business leader.
These aspects will have long-term effects on employee engagement. Our change and HR experts will assist you with proven solution components and support you in making effective use of the levers available to you:
- Change management and employee engagement: Implementation of employee support, retention, and motivation measures within the current process of transformation (e.g. adapted remuneration model)
- Leadership and culture: Development of a modern leadership style as appropriate to the corporate culture (e.g. servant leadership)
- New work and collaboration: Implementation of new digital and hybrid models for collaboration for the journey to the new normal (e.g. world of work 4.0)
- Expertise and training: The establishment of competency models and development programs for managers, employees, and teams that are viable long-term (e.g. management of hybrid teams)
- Organization and processes: HR work that focuses on the needs of (internal) customers (e.g. orientation on the employee life cycle)