Now that we got all the different groups and roles out of the way, we’re finally ready for you! Starting a new job is obviously super exciting and we’re very happy to have you. Want to take a look into the future? Your career starts here!
Throughout the year, you and your talent lead will focus on the following pillars to help you develop. These pillars will be discussed in detail during your BG:
Basic
The first pillar is about the foundation of a person’s functioning. Think of questions such as: do we understand what is expected of each other? Am I doing my job properly or are there major criticisms? Am I a great colleague and how much effort do I show? Is my self-image correct, and how good am I actually within the basis of my job?
Personal Development
The second pillar focuses on the change that can be seen within the functioning. This is not necessarily about training or reading books, but really about the essential question: to what extent has functioning improved compared to the previous year(s)? In other words, are you doing the same trick? Or have you learned new things and do you have a different approach to your current job? Training and books can of course help with this, but are not immediately something that this is all about.
Impact
The last pillar is the perspective in which the results of your performance are presented as honestly as possible. Think of questions such as: how much impact have you made? How big has your leverage been? To what extent have you made a difference and contributed to the growth goals of our company? Matters such as intentions and commitment are of secondary importance. These aspects are highlighted in the other pillars.
10 to whaaaaaat? 10 to Grow!
Throughout the year, you and your talent lead will focus on the following pillars to help you develop. These pillars will be discussed in detail during your BG:
Basic
The first pillar is about the foundation of a person’s functioning. Think of questions such as: do we understand what is expected of each other? Am I doing my job properly or are there major criticisms? Am I a great colleague and how much effort do I show? Is my self-image correct, and how good am I actually within the basis of my job?
Personal Development
The second pillar focuses on the change that can be seen within the functioning. This is not necessarily about training or reading books, but really about the essential question: to what extent has functioning improved compared to the previous year(s)? In other words, are you doing the same trick? Or have you learned new things and do you have a different approach to your current job? Training and books can of course help with this, but are not immediately something that this is all about.
Impact
The last pillar is the perspective in which the results of your performance are presented as honestly as possible. Think of questions such as: how much impact have you made? How big has your leverage been? To what extent have you made a difference and contributed to the growth goals of our company? Matters such as intentions and commitment are of secondary importance. These aspects are highlighted in the other pillars.
10 to whaaaaaat? 10 to Grow!
Regarding your personal development, we have a budget called 10 to Grow. “10 to whaaaaaat? 10 to Grow!”
What does that look like in concrete terms?
TOPdesk has a new training budget regulation for all TOPdesk colleagues with a fixed-term- or open-ended contract! Instead of the previous training budget and TOPdesk Academy budget, we now have a budget called 10 to Grow. What does that mean? The 10 to Grow means that you can use 10% of your full-time gross annual salary for training, webinars, seminars, e-learning, conferences, magazines, courses, books etc. For this fringe benefit we take in account your full-time monthly salary and your vacation pay to calculate your full-time gross annual salary (so we exclude sales bonus and profit share, because these are variable). You may also spend 10% of your contract hours on carrying out and taking up these trainings. Also contrary to the old budget regulation, there is no repayment arrangement anymore.
Why do we have chosen for this budget?
At TOPdesk, we encourage each other to get the most out of each other, to keep looking for challenges and to always evolve. With new knowledge and especially time to gain new insights, TOPdesk creates an environment where you can give unlimited free rein to your talents.
What kind of training can you think about?
TOPdesk wants to encourage you to acquire knowledge in general. So whatever fits your personal or professional growth, goes! We trust that you make the right decisions in partnership with your talent lead and that in principle all new skills and knowledge contribute to your personal and professional development. We hope to motivate all TOPdesk colleagues to immerse themselves in ‘something new’ every year.
Still have some questions?
A more detailed description of and FAQ’s can be found in TOPerations (internal only).
Regarding your personal development, we have a budget called 10 to Grow. “10 to whaaaaaat? 10 to Grow!”
What does that look like in concrete terms?
TOPdesk has a new training budget regulation for all TOPdesk colleagues with a fixed-term- or open-ended contract! Instead of the previous training budget and TOPdesk Academy budget, we now have a budget called 10 to Grow. What does that mean? The 10 to Grow means that you can use 10% of your full-time gross annual salary for training, webinars, seminars, e-learning, conferences, magazines, courses, books etc. For this fringe benefit we take in account your full-time monthly salary and your vacation pay to calculate your full-time gross annual salary (so we exclude sales bonus and profit share, because these are variable). You may also spend 10% of your contract hours on carrying out and taking up these trainings. Also contrary to the old budget regulation, there is no repayment arrangement anymore.
Why do we have chosen for this budget?
At TOPdesk, we encourage each other to get the most out of each other, to keep looking for challenges and to always evolve. With new knowledge and especially time to gain new insights, TOPdesk creates an environment where you can give unlimited free rein to your talents.
What kind of training can you think about?
TOPdesk wants to encourage you to acquire knowledge in general. So whatever fits your personal or professional growth, goes! We trust that you make the right decisions in partnership with your talent lead and that in principle all new skills and knowledge contribute to your personal and professional development. We hope to motivate all TOPdesk colleagues to immerse themselves in ‘something new’ every year.
Still have some questions?
A more detailed description of and FAQ’s can be found in TOPerations (internal only).