of departures can be prevented by qualitative conversations about topics like career, well-being, relationship with the manager etc.
of employees do not feel involved in the talent cycle, only 20% receives career feedback.
of managers say they find it difficult to support their employees in the career.
Qualitative dialogues are at the heart of the relationship between organization and employee. Whether you are looking to optimize internal mobility, focus on specific target groups within the employee population or off-board with care, a qualitative career conversation with the Career Fitness Profiler will ensure qualitative information.
The best career conversations stem from a thorough preparation. Armed with intelligence you can trust, you know exactly what topics to bring up, what connections to make and what hypotheses to test.
What drives a person in the career? What are possible pittfals? Is the career compass adjusted correctly?
Career Values help people set personal career goals and make
the right choices for them.
What skills does a person have to manage their career? What does the person need in order to take ownership of the career and steer it in the right direction?
Career attitudes make people fit for the contemporary labor market.
What are a person's current levels of self-efficacy, reslience, hope and optimism? Does a person have enough energy to develop the career?
The energy stress balance helps people to identy energy leaks and remedy them.
A qualitative career conversation is more then probing for what would make a person happy in the career. It cuts through bias, social desirability and foggy career outlooks. It's about showing people what's theirs to solve in the career and what to negotiate for with their employer.
Change the dynamic of the career conversation: stop asking the same old questions and show people an evidence-based mirror instead.
Show people what it takes to adapt to the current
career reality and to proactively manage the career.
No need to stay stuck in the "What I really dream about phase".
Identify concrete development actions and get cracking!
What are the relevant career topics? Address them, work towards mutual understanding and determine development actions.
The Career Fitness Profiler is created especially for career conversations. Don't use a hammer when a screwdriver is the better tool for the job.
Assist people in identifying development opportunties and make positive choices for the future.
The combination of the three recent and most relevant scientific models for contemporary careers, guarantees the best career intelligence you could wish for.
Lesley Vanleke holds over 20 years of experience in HR. In 2014 she co-founded TalentLogiQs, where she searches to understand all different aspects of customers’ challenges and needs. She strives to be a sounding board and bring about connections that deliver added value for all parties concerned.
