Coordinating time off with unlimited holidays

Needless to say, it's important to take time off. At Guidion, all permanent employees have unlimited holidays. This means a minimum of 20 days with no maximum. Make sure you set the right example in taking time off yourself, and if needed stimulate your team members to do so as well.

When wanting to take time off, your team member will use the advice method as explained in the Manifest. We value-aligned autonomy and accountability, which means that the responsibility lies with each individual. As well as with the team to properly coordinate this and make sure business continuity is never at stake.

In order to comply with the legislation, Guidion needs everyone to keep correct registration. This is very easy. For this formal part, your team member registers via his/her NMBRS account the time-off. No action is needed from you.

Create memorable moments of happiness

Together we create moments of happiness. There is a lot to celebrate; big successes, intelligent failures and special milestones. These powerful moments come from individual colleagues, teams or Guidion in general. And don’t forget those small tokens of appreciation. They don’t cost much but are without a doubt priceless. As a leader make sure you set the right example by creating an environment where your team members initiate get-togethers and pay attention to special moments in time. Both professional and personal. We remain policy light, and certainly won't tell you exactly what to do, but to make sure we’re aligned and autonomy is preserved, here’s some guidance.

How it works:

• Every Guidion team gets an indicative budget each year, to spend on gatherings, celebrations and gifts (this is where team size matters… :) 

• The P&L holder (Nieuwsuur-member) is accountable for this budget. How you spend it, is up to you and your team. 

• When you're in doubt about a certain expense, spar with a colleague or ask yourself: "Can I stand on the Zeepkist and explain it without blushing?".

• In case of a special celebration, like a 10 year jubilee or a special farewell, you can always contact People to discuss budget questions.

• Gifts can not be a gift voucher or cash because we don’t want it to be part of the expense allowance scheme (WKR; werkkostenregeling). 

• If possible, put the invoice in name and address of Guidion, so that we can reclaim VAT. 

• When you or your team member has a receipt, the costs can be reimbursed via the regular reimbursement process. 

Inspiration:

• A whole lot is worth celebrating, especially together. So be creative! 

• Personal and unexpected expressions of gratitude are priceless. 

• Definitely worth a moment of joy: putting a jubilee in the spotlight, giving someone a special farewell, a surprise babyshower and so on! 

• A personal thank-you in whatever form (written note, inspiring book, bitterballen at House of Watt etc) really contributes to a feeling of happiness and belonging.

• And don’t forget the team events! You also use your team budget for this, with an indication of €50,- per colleague (permanent & flex) per year. 

Any questions or remarks? Find your way to the People team. 

Sabbatical

If your team member wants to take a significantly longer period off to travel (longer then 3 weeks), develop or zoom-out, it's basically up to you to decide whether this is possible or not. After all, you’re the right person to make this decision. If you need any help, because you find it difficult to decide (cause sometimes it really is) consult People or one of your colleagues to discuss the pros and cons. We remain policy light in this aspect. The only rule we have is that a sabbatical can last a maximum of 3 consecutive months, from which 3 weeks are paid and the rest is unpaid. If you approve the request, your team member will send an email with you in cc to salaris@guidion.net with all the necessary details regarding the sabbatical. Next, the request is processed by People and we will wish them an amazing sabbatical! 

Saying goodbye to colleagues

When your team member has caught their last wave at Guidion and it is time for them to find a new challenge outside of Guidion, be grateful for the impact they've made and wish them all the best. We mostly value that all Guidion colleagues feel that they can safely start a conversation about leaving Guidion. Especially when their thoughts about leaving are still in the beginning stages. That way we (also you as a leader) can help your team members find their way outside of Guidion and give the proper support. When a resignation catches you by surprise, thoroughly evaluate to understand what caused this to be a surprise. Because being caught by surprise when receiving a resignation is not a good sign to us. 

So:

• A resignation can never be a surpise for you.

• Support your team member in finding their next wave and be grateful for the impact they've made.

• For us, how someone leaves Guidion might even be more important than how someone joins.

• Say goodbye in a memorable way. How you do this is up to you and your team. Just remember it's all about creating moments of happiness and personal appreciation! (When you've worked 5 years or longer for Guidion we offer a dinner with max 10 colleagues of your choice  and max 40 euro per person)

• To gather feedback and learn, we value having a 'goodbye conversation' with every colleague that leaves us. The People team will make sure this conversation takes place before their last day at Guidion.

Interns

Most interns start in September or February and do a 20-week internship. Want to know about what it entails to have an intern on your team ? Then this is the place to be!

• Looking for an intern? Fill in the intake form on Sonar. The People team will let you know well in advance when it is time for this. Make sure you know what you expect from the intern (tasks, responsibilities and research to be carried out). Anna then schedules an intake to elaborate on this.

• Onboarding - Before the start, there is a 'Welcome to Guidion' afternoon. During this afternoon we introduce interns to each other, the management, our vision, strategy and culture. As an internship supervisor, you will be shared in a Trello board with the new intern. In the Trello board, the intern can read about the Red Thread, culture, the different teams and his/her tasks for the first few weeks at his/her own pace. It is important that you add the purple tasks and buddy here.

• Manager login NMBRS - Apart from your personal NMBRS login (where you can view your own payslips, etc.), you also have a Team lead login. This login is based on your Guidion email address instead of your personal email address. This allows you to see your team members and report them sick or recovered. You can also use this login to look up all the information about your team members, such as addresses.

• Weekly/Bi-weekly - Make sure there is a regular check-in moment to see how the intern is doing, what you can do to help and what the intern would like to learn.

• Let's Grow - In most cases, studies have arranged for an assessment moment twice during the internship period (5 months). In many cases, the intern provides documents that need to be completed. Is this not the case? Then make sure you have a reflection discussion with the intern #Letsgrow in the middle and at the end. Don't forget to give feedback regularly! An internship is and remains a very important learning moment as a student (for most interns it's the first learning moment in a 'real' company).

• Happy check - In the middle of the internship period People checks in with the intern. Both to hear how the intern is doing and what he/she would still like to learn and to get feedback about Guidion, the internship and the guidance. We will contact you, if something important comes up.

• Sick - If the intern is sick, you report the intern sick in the NMBRS portal.

• Free - The intern has 3 days off and a lucky day. These can be taken in consultation and do not need to be registered in NMBRS.

• Goodbye - There is a time of coming and going. People make sure to arrange a farewell drink and a present at the end of the internship period. And a 'goodbye' survey is sent out to collect feedback again. For most interns it is not a farewell, but a goodbye.

• Intern becomes an on-call/permanent employee - If the intern stays at Guidion and becomes an on-call or permanent employee, you report the intern out of employment via Jira with a note that the e-mail address does not have to be deleted. Also, create a new contract including a new package and upload it in Jira as 'new employee'.

• And more... - If there are other things going on or you have any questions, please contact your People Support.