Customer story96% participation: how Conclusion Enablement creates ownership over growth
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"Employees came back to us and said: I've never had such a good and structured conversation with my manager. And that's key for the connection between employee and manager."
Monique Wiegel
HR-directeur bij Conclusion Enablement
From Dependency to Ownership
At Conclusion Enablement, they noticed that the quality of conversations strongly depended on the manager. Whether an employee had an initial conversation, an evaluation conversation, or an end-of-year conversation was not guaranteed. The initiative lay entirely with the manager – and with it, the risk that conversations would not take place or would lack sufficient structure.
Employees were dependent on their managers as to whether or not they had a performance review, an initial conversation, an evaluation conversation, or a final conversation.
Monique Wiegel – HR Director at Conclusion Enablement
The desire was clear: more consistency in conversations, less dependence on individual managers, and a way to structurally embed development and growth within the organisation.
The solution
Conclusion Enablement chose Learned, partly because they immediately experienced that it was no ordinary software vendor.
"We experienced that we had a partner at the table who thought along with us about what's possible and what we need as a company."
Monique Wiegel – HR Director
Furthermore, user-friendliness played a decisive role. Both employees and managers could quickly get started independently – without extensive training or onboarding.
"The tool is incredibly intuitive. You quickly realize what you need to do; you don't have to search for a long time. And that is very important for both employees and managers." Monique Wiegel – HR Director at Conclusion Enablement
Behavioral job profiles as a foundation
A deliberate choice within the implementation was the switch from task-oriented to behavioral job profiles. These were developed together with external partner Berenschot, and with active involvement of managers from the start.
We consciously chose to move away from task-oriented job profiles and develop towards behavioral job profiles. As an IT company, we need to develop sustainably for the future, and behavioral job profiles help with that.
Monique Wiegel – HR Director at Conclusion Enablement
That involvement was not a minor detail. Creating buy-in among managers was essential to truly embed the performance management methodology within the organization.
Thanks to the transparency of the job profiles in Learned, employees know exactly where they stand and what step they want to take. Learned also offers the possibility to link training advice to that development step – concrete and directly applicable.
The result
Development conversations are now structured and consistent. Managers and employees have clarity on goals, progress and expectations, resulting in better performance and engagement.
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