200 Fahrenheit B.V. (Q4001968): Difference between revisions
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200 Fahrenheit has experienced strong growth in recent years. Currently, insights into each other’s strengths and weaknesses (due to which little understanding and collaboration), clear internal communication and leadership have arisen, creating a structural problem in the workplace. Employees do not understand each other, find it difficult to deal with rapidly changing circumstances. As a result, people experience a lot of work stress and reduced work pleasure, which does not benefit health and can lead to psychological complaints and breakdowns. The goal of the trajectory is to reduce/prevent work stress and increase work pleasure and the involvement of all employees. To achieve this, activities are carried out which can be divided into three phases: Preparation: — Mapping characters and preferred ways of working and communicating by individual through questionnaires (MBTI method) and interviews Implementation: — Overview of occurrence/existing limitations and problems and discussion of results at personal level (feedback sessions) and team level (sessions). — Advisor will work with staff to find common solutions and formulate advice and concrete actions (both individual and team level) to improve communication, culture, mutual understanding and cooperation. Aftercare: — Monitoring follow-up advice by conducting interviews with employees. The intended result for employees and company: — In detail insight into the personalities of employees, preferred ways of working and interactions between them; — Decrease experienced work stress and more work pleasure. Employees and teams can better cope with rapid changes within the company by better understanding themselves and their colleagues and improving communication. — Insight into each other’s strengths and weaknesses and therefore greater understanding of mutual cooperation. — A higher degree of satisfaction, health and involvement of employees so that they can carry out their work with greater pleasure. (English) | |||||||||||||||
| Property / summary: 200 Fahrenheit has experienced strong growth in recent years. Currently, insights into each other’s strengths and weaknesses (due to which little understanding and collaboration), clear internal communication and leadership have arisen, creating a structural problem in the workplace. Employees do not understand each other, find it difficult to deal with rapidly changing circumstances. As a result, people experience a lot of work stress and reduced work pleasure, which does not benefit health and can lead to psychological complaints and breakdowns. The goal of the trajectory is to reduce/prevent work stress and increase work pleasure and the involvement of all employees. To achieve this, activities are carried out which can be divided into three phases: Preparation: — Mapping characters and preferred ways of working and communicating by individual through questionnaires (MBTI method) and interviews Implementation: — Overview of occurrence/existing limitations and problems and discussion of results at personal level (feedback sessions) and team level (sessions). — Advisor will work with staff to find common solutions and formulate advice and concrete actions (both individual and team level) to improve communication, culture, mutual understanding and cooperation. Aftercare: — Monitoring follow-up advice by conducting interviews with employees. The intended result for employees and company: — In detail insight into the personalities of employees, preferred ways of working and interactions between them; — Decrease experienced work stress and more work pleasure. Employees and teams can better cope with rapid changes within the company by better understanding themselves and their colleagues and improving communication. — Insight into each other’s strengths and weaknesses and therefore greater understanding of mutual cooperation. — A higher degree of satisfaction, health and involvement of employees so that they can carry out their work with greater pleasure. (English) / rank | |||||||||||||||
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| Property / summary: 200 Fahrenheit has experienced strong growth in recent years. Currently, insights into each other’s strengths and weaknesses (due to which little understanding and collaboration), clear internal communication and leadership have arisen, creating a structural problem in the workplace. Employees do not understand each other, find it difficult to deal with rapidly changing circumstances. As a result, people experience a lot of work stress and reduced work pleasure, which does not benefit health and can lead to psychological complaints and breakdowns. The goal of the trajectory is to reduce/prevent work stress and increase work pleasure and the involvement of all employees. To achieve this, activities are carried out which can be divided into three phases: Preparation: — Mapping characters and preferred ways of working and communicating by individual through questionnaires (MBTI method) and interviews Implementation: — Overview of occurrence/existing limitations and problems and discussion of results at personal level (feedback sessions) and team level (sessions). — Advisor will work with staff to find common solutions and formulate advice and concrete actions (both individual and team level) to improve communication, culture, mutual understanding and cooperation. Aftercare: — Monitoring follow-up advice by conducting interviews with employees. The intended result for employees and company: — In detail insight into the personalities of employees, preferred ways of working and interactions between them; — Decrease experienced work stress and more work pleasure. Employees and teams can better cope with rapid changes within the company by better understanding themselves and their colleagues and improving communication. — Insight into each other’s strengths and weaknesses and therefore greater understanding of mutual cooperation. — A higher degree of satisfaction, health and involvement of employees so that they can carry out their work with greater pleasure. (English) / qualifier | |||||||||||||||
point in time: 26 January 2022
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Revision as of 16:34, 26 January 2022
Project Q4001968 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | 200 Fahrenheit B.V. |
Project Q4001968 in Netherlands |
Statements
12,500.0 Euro
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25,000.0 Euro
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50.0 percent
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12 February 2019
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12 February 2020
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200 Fahrenheit B.V.
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3844XR
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200 Fahrenheit heeft de afgelopen jaren een sterke groei doorgemaakt. Momenteel ontbreken inzichten in elkaars sterktes en zwaktes (waardoor weinig begrip en samenwerking), heldere interne communicatie en leiderschap waardoor een structureel probleem op de werkvloer is ontstaan. Medewerkers begrijpen elkaar niet, vinden het moeilijk om met de snel veranderende omstandigheden om te gaan. Hierdoor ervaart men veel werkstress en een verlaagd werkplezier wat de gezondheid niet ten goede komt en tot psychische klachten en uitval kan leiden. Doel van het traject is het verlagen/voorkomen van werkstress en verhogen van het werkplezier en de betrokkenheid van alle medewerkers. Om dit te bereiken worden activiteiten uitgevoerd welke zijn onder te verdelen in 3 fases:. Voorbereiding: - In kaart brengen karakters en voorkeursmanieren van werken en communiceren per individu middels vragenlijsten (MBTI-methode) en interviews Uitvoering: - Overzicht voor voorkomen/bestaande beperkingen en problemen en bespreken van de resultaten op persoonlijk niveau (feedbacksessies) en teamniveau (sessies). - Adviseur gaat met medewerkers op zoek naar gezamenlijke oplossingen en formuleert op basis hiervan adviezen en concrete acties (zowel individueel als op teamniveau) om de communicatie, cultuur, onderling begrip en samenwerking te verbeteren. Nazorg: - Controle opvolging advies door het afnemen van interviews met medewerkers. Het beoogde resultaat voor medewerkers en bedrijf: - In detail inzicht in de persoonlijkheden van medewerkers, voorkeursmanieren van werken en onderlinge interacties; - Afname ervaren werkstress en meer werkplezier. Medewerkers en teams kunnen beter omgaan met snelle veranderingen binnen het bedrijf doordat zij zichzelf en hun collega’s beter begrijpen en de communicatie is verbeterd. - Inzicht in elkaars sterktes en zwaktes en daardoor meer begrip in de onderlinge samenwerking. - Hogere mate van tevredenheid, gezondheid en betrokkenheid van medewerkers zodat zij hun werkzaamheden met meer plezier uitvoeren. (Dutch)
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200 Fahrenheit has experienced strong growth in recent years. Currently, insights into each other’s strengths and weaknesses (due to which little understanding and collaboration), clear internal communication and leadership have arisen, creating a structural problem in the workplace. Employees do not understand each other, find it difficult to deal with rapidly changing circumstances. As a result, people experience a lot of work stress and reduced work pleasure, which does not benefit health and can lead to psychological complaints and breakdowns. The goal of the trajectory is to reduce/prevent work stress and increase work pleasure and the involvement of all employees. To achieve this, activities are carried out which can be divided into three phases: Preparation: — Mapping characters and preferred ways of working and communicating by individual through questionnaires (MBTI method) and interviews Implementation: — Overview of occurrence/existing limitations and problems and discussion of results at personal level (feedback sessions) and team level (sessions). — Advisor will work with staff to find common solutions and formulate advice and concrete actions (both individual and team level) to improve communication, culture, mutual understanding and cooperation. Aftercare: — Monitoring follow-up advice by conducting interviews with employees. The intended result for employees and company: — In detail insight into the personalities of employees, preferred ways of working and interactions between them; — Decrease experienced work stress and more work pleasure. Employees and teams can better cope with rapid changes within the company by better understanding themselves and their colleagues and improving communication. — Insight into each other’s strengths and weaknesses and therefore greater understanding of mutual cooperation. — A higher degree of satisfaction, health and involvement of employees so that they can carry out their work with greater pleasure. (English)
26 January 2022
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Identifiers
2018EUSF2012227
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