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, you register your time-off via HiBob with the ‘Leave - days off’. 

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. We want to create an environment where team members initiate get-togethers and pay attention to special moments in time. Both professional and personal. At the moment there are differences within Guidion between departments and therefore between individuals in what they receive from Guidion concerning on (life) events. This does not feel fair. Therefore we made some guidelines, in which remain policy light, and certainly won't tell you exactly what to do, but make sure we’re aligned and autonomy is preserved. Here is some guidance for the most common events. There will always be events that are not in this guideline. When this occurs please keep in mind: use guidion budget as if it was your own money and consult people if you have any doubts (Ask yourself: "Can I stand on the Zeepkist and explain it without blushing?"). 

Practical matters and some inspiration:

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

• In case of a special celebration or event you can always consult People. 

• Try not to buy gift vouchers, they feel less personal and we don’t want them 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. 

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

• 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. 

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

Guidelines Guidion

Guidelines personal moments

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.

• 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? Hit up Campus Recruitment. Make sure you know what you expect from the intern (tasks, responsibilities and research to be carried out). Campus recruitment then schedules an intake to elaborate on this. 

• Onboarding - When the intern has joined Guidion, he will also join a 'Welcome to Guidion' morning. This takes place once every two months. Together with some of the People Team and a member of the Leadership team, we get to know each other and talk about the Red Thread, entrepreneurship and our culture and history of Guidion. The People Team facilitates this meeting and makes sure all new colleagues are invited.

• 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).

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

• Free - The intern has 3 days off and a lucky day. These can be taken in consultation and needs to be registered in HiBob.

• Goodbye - There is a time of coming and going. People make sure to arrange a farewell drink and a present (of €75,-) 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 have to contact the People team and let them know per when the employee starts in his/her new role and all the other relevant information (check the above).

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