For employers
The Luistervink Check-in
45 minutes. One employee. Full attention.
You invest in your people: their development, wellbeing and job satisfaction.
A Luistervink Check-in adds dedicated time with someone independent from your organisation. At your workplace or online.
The conversation can be about work, energy, ambitions, colleagues, home life or simply how things are going.
No assessment. No HR agenda. No problem required.
What happens during a Check-in?
We start with a simple question: how are you, really?
I listen, ask questions, summarise and reflect. When useful, I help someone explore possibilities or consider a next step.
A conversation may bring clarity about what gives them energy, what they want to develop or what they would like to discuss at work. Sometimes being heard is enough.
The employee chooses the topic and remains in control.
What does it add to your organisation?
A Check-in makes attention part of everyday working life. It offers employees:
- an independent space to speak openly;
- time to reflect on motivation, strengths and development;
- room to explore ideas, wishes or concerns;
- an opportunity to talk before something becomes a problem.
It complements the attention provided by managers and HR, while giving employees a different place to think things through.
For international employees, that may also include settling into a new country, workplace culture or family situation.
Employers can offer Luistervink Moments to spouses and partners too, recognising that relocation affects life beyond the workplace.
Independent and confidential
Managers and HR professionals can be excellent listeners. They also have responsibilities within the organisation.
Sometimes it feels easier to speak to someone, who isn’t part of the company.
I do not assess employees, manage performance or report individual conversations back to the organisation.
If someone decides to discuss something with their manager or HR afterwards, I can help them prepare. The choice remains theirs.
(this note doesn’t go to your employer)
The employermakes the Check-in possible
The employeeleads the conversation
Luistervinklistens, and doesn’t report back
You make the Check-in possible. The employee leads the conversation.
Attention before it becomes necessary
In around 15 years of working in employment, careers and return-to-work support, I have often heard people say: “I didn’t feel heard” or “I didn’t feel seen.”
That is why I believe in making room for conversations before someone gets stuck.
A Check-in is no guarantee against sickness absence. It is a practical way to make independent attention accessible — when things are going well, and when something needs attention.
Start small or make it a regular offer
Pilot
You can begin with a pilot, for example with 10 employees.
Evaluate
Afterwards, we evaluate their experience of the Check-in, without discussing what they shared. We evaluate the Check-in. Not the employee.
Regular offer
You can also offer Check-ins once or twice a year. This makes attention a regular part of working life, rather than something offered only when there is a concern.
Depending on your organisation’s arrangements, Check-ins may fit within a wellbeing or sustainable employability budget. I am happy to explore that with you.
Rates
For annual or twice-yearly programmes, I am happy to prepare a proposal that fits your organisation.
For on-site conversations, we agree scheduling, minimum numbers and any travel costs in advance.
- 1–50 Check-ins €125 per conversation, excluding VAT
- 51–100 Check-ins €120 per conversation, excluding VAT
- More than 100 tailored quotation
Let’s talk about your organisation
I would be happy to visit your workplace and tell you more, free of charge and without obligation.
A chance to explore what you already offer your people, what works well and where independent attention could add value.