Matty van den Berg of BVCO says about the project:
“We took time to explain that the tests were voluntary, that we would feed back the results individually, and that it was up to every member of staff to decide whether or not to include the results in their personal development plan. The ultimate effect of this was extensive take-up. People who initially reacted with reticence eventually did take up the organisation's offer of attaining better self-insight. In preparation, we worked bottom-up on competency profiles. In role clusters like medical administration, nursing and facilities, the staff themselves listed the competencies necessary now and in the future for successfully performing the role. The core competencies were set by the management team.
Not a management game
A crucial part of dispelling any scepticism were the workshops in small groups, at which the annual reviews were prepared. Here, participants in the workshops discovered what there was to gain: confirmation of your qualities and potential talents and the opportunity to target your development based on your development points. In the end some 80% of staff participated in the tests and the discussions about the results.
The future
Using Online Talent Manager can work like a two-stage rocket. Up to now, much has been gained in terms of openness, clarity and involvement. I anticipate that the self-confidence of staff will increase so much that people are also prepared to ask colleagues and managers for feedback: 360 degree feedback, in other words. Because it's not scary at all to make aspects of your behaviour measurable.”
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