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In-house coaching
for businesses
What employees are going through, affects the organization.
In-house coaching for sustainable employability, motivation, and well-being
Employees who are uncertain about their careers, are less motivated, or experience signs of stress and overload do not automatically drop out. However, when such signals remain unanswered, they can have an impact on your organization.
With in-house coaching, you offer employees an accessible and confidential place to pause in a timely manner to reflect on what is going on and make adjustments where possible.
In this way, you support employees and, as an organization, gain an additional tool to strengthen sustainable employability, motivation, and employee retention .
Why coaching works within companies:
Employees who are struggling with something do not always seek out HR or their manager. They may have doubts about their job, wonder which direction they want to take, struggle with motivation, or notice that stress and workload are starting to take their toll. Not everyone feels free to speak openly about this within the organization.
An external coach creates an independent and confidential space where that conversation can actually take place. By supporting employees early on, room is created to make adjustments while it is still possible. This has a positive impact on the company.
An employee who has doubts today can find perspective again tomorrow. An employee who recognizes signs of overload today can make adjustments in a timely manner. And an organization that facilitates these conversations invests in sustainable employability.
01 - In-house coaching
Give employees a place to make adjustments before problems escalate.
Stress, reduced motivation, or career doubts do not always remain without consequences for your organization. With an external coach on the work floor, employees are given timely space to make adjustments — before signals escalate into absenteeism, reduced engagement, or departure .
Career & motivation
For employees who:
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experience less motivation or satisfaction
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want to advance or consider a different direction
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face a career choice or change
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want to better utilize their talents and strengths
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wanting to experience perspective and ownership again
Stress & well-being
For employees who:
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experience increasing workload or stress
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recognize signs of overload
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seek more balance and energy
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want to proactively reflect on their well-being
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want to prevent complaints from escalating further
The coaching focuses not only on what is difficult today, but especially on what the employee can change, strengthen, or set in motion themselves.
Practical:
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Ad hoc or structural collaboration
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Individual sessions of 1 hour
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Up to 7 coaching sessions per day
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Target group, frequency, and registration process in consultation
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Coaching can take place in the workplace.
The organization receives feedback on emerging general trends, while respecting the confidentiality of the conversations. This provides you with insight into current trends without the content of individual conversations being shared.
02 - Information session or workshop
Preventing stress and burnout starts with recognizing the signs.
In addition to individual coaching, I offer interactive information sessions and workshops on the prevention of stress and burnout.
The goal? To create awareness, open the conversation about well-being, and provide employees and managers with concrete tools to make timely adjustments.
We can consider, among other things:
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the difference between stress, overload and burnout
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physical, mental, and behavioral signs of overload
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identifying personal sources of stress
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factors that employees can influence themselves
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the role of managers
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small changes that can make a difference today
Practical:
Recommended duration: 2 to 3 hours.
The content and group size are tailored to your organization and objectives.
03 - Employee survey
Want to know what's going on first?
Sometimes, coaching is not the first thing an organization needs. If you first want to better understand how employees view their well-being, motivation, future within the organization, or the further growth of the company, an employee survey or a series of individual conversations can yield valuable insights.
I gather input from employees and translate it into a clear and confidential picture of key strengths, areas for improvement, ambitions, and potential growth opportunities.
Where relevant, I also link concrete action points to this, so that the survey does not end with a report, but becomes a starting point for targeted action.
This service can be utilized either separately or in combination with in-house coaching.
What benefits does it bring to your organization?
Preventive coaching is no guarantee that employees will never drop out or leave. What it does do, however, is create space to recognize signals earlier, hold conversations, and make adjustments while it is still possible.
For your employees
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support with career and well-being issues
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an independent place to discuss concerns and doubts
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more insight into one's own needs, talents, and possibilities
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concrete tools to take action yourself
For your organization
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support employees before problems escalate
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strengthening sustainable employability
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increase motivation and engagement
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supporting HR and managers
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gain better insight into what is going on within the organization
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an addition to your existing wellbeing policy
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investing preventively in employee retention
An in-house coach is a supplement on top of HR: an additional, accessible place where employees can turn when they are struggling with something.
A coach who understands the workplace.
As an occupational and organizational psychologist, certified coach, and former HR Business Partner, I combine psychological knowledge, coaching expertise, and 10 years of experience in HR and the business world.
Therefore, I understand not only what an employee experiences, but also the context of organizations: expectations, managers, performance and evaluation reviews, career advancement opportunities, and the reality of the workplace.
My approach is personal, accessible, and non-judgmental. I listen, help create clarity, and work with the employee to find what is possible.
How do we get started?
An approach fully tailored to your needs.
01 - Getting acquainted
We discuss what is going on within your organization, the challenges you are facing, and where you are seeking support.
02 - Determine approach
Based on the conversation, we will determine the most suitable approach, target audience, frequency, timing, and practical organization together.
03 - Getting started
The collaboration commences upon agreement. This can be a one-off intervention or develop into a structural partnership.
04 - Report
You will receive feedback on the conversations, the content of which depends on the chosen approach. This allows you to determine further actions where necessary, while respecting the confidentiality of individual conversations.
Contact details
Tel: +32 477 90 30 51
Email: stefanie@talentcorner.be
Location
Smisstraat 76 in Vossem (Tervuren)
or online
