Everything is changing and moving in our organisation, which requires constant adaptability. The ambition of HR? We want to create an organisation where everyone feels happy to give the best of themselves and grow every day. So, we keep upgrading our processes to better achieve this goal.
Integrating new colleagues
We have a detailed onboarding process for those who join our organisation. Even though we are taking steps in the right direction, too many colleagues still leave our organisation within the first year of their recruitment. Sophie: “Of course, it may be that we are simply not a good match. But for some colleagues, the reason they give is that they are not satisfied. We must look into this more closely.”
| We kindly urge you to mentor newcomers even better during their crucial first weeks and months. Plan onboarding meetings carefully and work on your role as a mentor or Circet Buddy |
Hilde: “We also need to dedicate our efforts in particular to colleagues who strengthen our group after a takeover. It is not just about harmonising work processes and IT tools, they, too, need to integrate within Circet and really feel at home.”
The right colleague in the right place
Hilde: “Because people are the greatest asset in our company, personal growth and development are incredibly important. Colleagues may find the prospect of a new role, function or set of responsibilities revitalising, and our Circet Academy helps them develop the necessary skills. Did you know that HR is currently running a pilot project using artificial intelligence to increase our efficiency at solving the competency puzzle?”
Learning from employee feedback
The Employee Engagement Survey has now been closed. 76% of colleagues completed the survey, which is a good participation rate. We use the feedback of colleagues to launch improvement initiatives that really make a difference to our teams and to keep refining our processes.
76% completed the Engagement Survey. Thank you for your input.
Improved approach to performance reviews
The evaluation cycle will resume at the beginning of December. Sophie: “The purpose of a performance review? Help colleagues and teams grow. Feedback is critical. Performance review meetings are only useful if they are open and honest. Our improved approach to evaluations will help with this aspect. The evaluation form offers ample opportunity for feedback between employee and manager, making it the ideal starting point for the chat.”