• Employee Satisfaction & Engagement
• Performance Management
• Coaching & Performance Improvement
• Competency Management & Development
• Best Employer Branding

Employee Satisfaction & Engagement

It is nice to have satisfied employees, but would it not be better to have engaged employees who really contribute and make efforts to produce stronger business results? By matching employees' needs with business needs, it is possible to achieve this. The added value of engagement lies in the fact that engagement measures how much employees want and actually do to improve the business results, which reaches further than the "classic" satisfaction, because the focus is on behavior and not on emotional state.

Through an engagement survey, you can identify how engaged your employees are and where to focus your actions in order to increase their engagement. Our engagement model is built around six factors or engagement drivers, which influence the level of engagement. Each of these factors is composed of several sub-factors. So, in total, there are 15 engagement drivers or factors (see model below).

By use of a questionnaire, the level of overall engagement and the scores on the engagement drivers is determined. Impact analyses and detail reports will give you a lot of information that can be used to develop action plans, so engagement will increase and therefore you will attain better business results.

Performance Management

Performance Management is not only an HR system, it is a critical business management tool. Companies who successfully implement performance management systems show better business results: they have higher profits, better cash flow, a stronger market performance and a greater stock value. Involvement of line and top management in the design and implementation is critical to success.

Hewitt can help you to design, communicate and successfully implement the performance management system that is right and effective for your organisation.

Coaching & Performance Improvement

Hewitt can support you in the coaching of teams or individuals as to the development of their competencies and performance. We can also perform the coaching directly, if it would appear that a coaching style does not fit the learning style of the individual(s), or if a good coach would not be available due to lack of time or coaching capabilities.

We have developed a practical but thorough coaching method. Depending on the level of the incumbent (from junior manager up to executive) and the competencies to be developed, Hewitt provides you with a coach fit for the job.

Competency Management & Development

Do you measure the competencies of your managers and employees? If so, how do you then develop these? We are convinced that you ask yourself these questions and that, occasionally, you struggle to find the answer. Don't we all, at times, make nice plans and are surprised if they don't become a success: a perfect development plan, but never executed or followed up. Is this recognizable?

It is of the utmost importance to the organization that its efforts are as effective as possible. We see that companies more and more use the input of the individuals themselves to consider development options and to gear their efforts. When mapping or measuring competencies of managers and employees, it is essential to capture the preferences of the individual, as each person has his or her specific particularities in terms of personality, social behavior, career preferences and leadership style. This aspect takes a central place in Hewitt's approach (whether the measurement happens through development centers, 360° feedback or otherwise). During the measurement, the feedback and the drafting of the personal development plan (PDP), the expectations of the individual and the organization are synchronized, as the commitment of the individual to further develop his or her personal strengths and to work on a number of learning points will determine the effectiveness of the development path.

Best Employer Branding

Why be a Best Employer? Is it only a matter of image or is it more than that? For many companies it is hard to attract and retain skilled employees. However, the ability to do so is critical to success.

There is strong positive correlation between increasing the effectiveness of people management and improved business results: Best Employers have typically higher morale and a more productive workforce, lower turnover, a greater selection of talent and a better financial performance. Therefore, being a Best Employer is more than just a label.

The branding concept is based on the perception of employees, customers, investors and suppliers of the company. Best Employer branding focuses on how employees experience the culture, the people programs and the vision of their company's leadership.

Being recognized as a Best Employer will help you attract and retain the employees you need to be successful and will offer a suggestion to market watchers and investors of future earnings strenght.