As we reflect on the first half of 2024, our HR director Jenny Baerveldt shares valuable insights into how we have navigated changes and fostered a culture that values learning and well-being. Here are three key questions that provide a deeper understanding of our HR strategies and initiatives during this period.
Hi Jenny! What were the main HR topics during the first half of 2024?
The first half of 2024 centred around managing the company’s recent new and more efficient organisational structure into four distinct business units: Technology, Commercial, Support, and Service. This is still our focus for the rest of this year
For the HR team, this included ensuring seamless communication with all teams and units, adapting to new organisational structures, and maintaining employee engagement throughout the transition. We facilitated extensive training for the new business units focusing on strategy, improved meeting structures and creation of Team Canvasses to ensure team alignment.
How are we addressing mental health and well-being within the company?
Mental health and well-being are very important to our HR strategy. For example, we have continued our cooperation with OpenUp, a mental health platform that provides online 1:1 sessions with therapists. This service has been made available to all employees, offering them accessible and confidential support. Also, together with our communications team, we organised a Mental Health Week. We, for example, hosted Yoga Classes and offered all our colleagues a workshop where they learned how to manage their energies well to prevent burn-out. In addition to preventing burnout, these measures allow our employees to excel and find satisfaction in a performance-driven company such as CLIQ.
And of course, we are very happy that we provide all our employees with the possibility to work remotely for 3 weeks per year, in addition to our hybrid structure as that has proven to be very good for keeping the right balance.
Can you share any highlights from our employee development programmes this year?
In the first half of 2024, we have hosted several workshops, both online and offline, to cater to the diverse needs of our employees. We have facilitated training sessions covering various topics. Our leadership receives extensive training and coaching as well. In the process of implementing our new structure, we are training 2 change agents internally to make sure other departments will also receive training and guidance on how to work better in our new structure. This way, nobody is left out!
Additionally, we continue to offer access to LinkedIn Learning, providing employees with a vast library of courses to support their professional growth. These efforts have been met with positive feedback, highlighting our dedication to continuous learning and development.
