How does your employee really
make the difference?!
Blog by
Marco Bakker
This February marks my first year as a relationship manager at MEPD. A great moment to reflect on what I have learned and experienced in that time. With my therapeutic background, I have always been fascinated by people’s wellbeing: from workplace happiness and burnout prevention to the question of how an employee can make a difference within an organization.
The crucial role of HR in sustainable employability
What does an organization expect from its employees? And what do employees actually expect from their organization? This area of tension fascinates me immensely. Sustainable employability plays a key role in this. Every organization wants healthy, motivated employees who give their best.
At the same time, I am noticing a shift in work attitudes. I’ll highlight one example from recent research by A&O (spring 2024): it appears that employees up to age 46 find autonomy in their work most important. At first glance, this seems like a win-win: organizations want to delegate responsibility to lower organizational levels, and employees are asking for more autonomy. But this also brings a challenge.
Autonomy: an opportunity and a pitfall
Autonomy requires certain skills and good self-awareness. Not every employee knows his or her talents or knows how to independently take on responsibility. This is where HR has an important role: how do you help employees discover their talents and develop the right skills?
In August 2024, I sat down with the HR team, Nathalie Schreiber, Nicole van der Ree and also Ray Valies, Senior Manager Operations of cotac Nederland B.V. (Botlek RT), a full-service provider of storage, repair and cleaning of, among other things, tank containers and trailers. Their challenge? How do we make talents and personal ownership not only quickly measurable but also sustainably employable within the organization? The need for awareness was clear, but how do you translate that into practice?
Training 'Leadership Skills': a success story
That’s why in December 2024 we started a training program specifically for managers, focused on soft skills and talent development. Together we tailored the training so that it perfectly fits the organization and its employees. And the results? Those are already visible:
- Increased self-confidence and certainty in the role of managers
- A greater sense of autonomy among employees
- Better cooperation through open conversations about talents and challenges
By investing in employees, you stimulate their growth. Step by step, they develop and feel stronger in their work. And that’s exactly what companies need: employees who make the difference.
How does this work at your organization?
Do you recognize the above theme within your organization? Consider the questions below and feel free to reach out for a non-committal conversation.
- Is it clear what is expected of employees and what they need?
- How do you help employees discover and develop their talents?
- In what way do you promote autonomy and ownership?
I would be delighted to visit and brainstorm together about how you can help your employees make the difference. Interested? Contact me.
Want to get in touch with Marco about this topic? Feel free to leave a message!
Also read colleague Daniëlle’s blog: even managers need coaching
Marco Bakker
Relationship Manager
In my new role as relationship manager within MEPD, I am happy to engage in discussions to look together at preventive workplace happiness within your organization. Thinking ahead, investing in the employee—especially before it’s too late….
