The FiT conversation: How do I have the 'right' conversation?

The FiT conversation: A new look at sustainable employability

Traditional performance reviews are an annual ritual for many employers and employees. They are often filled with formalities and end with an evaluation and a cross in a spreadsheet. But what if there was a way to transform these conversations into a valuable moment, focused on future performance and job satisfaction? A conversation in which employees take control and employers really listen. No fuss, but real engagement with your employees.

Welcome to the FiT conversation!

1. What is an FiT call?

FiT stands for Functioning in the Future. The goal is to actively involve employees in their own development and sustainable employability. This interview format offers room for more than just work performance; personal wishes and situations are also addressed. Employers thus gain a better understanding of their people's needs, and employees feel supported and heard.

In short, the FiT conversation is about more than performance: it is about prevention, development and, above all, the person behind the employee.

Download the white paper "the FiT conversation.

2. The power of prevention

The labor market is tight and is expected to continue to tighten in the coming years. The need to retain employees and keep them healthy at work is great. How can you do that? By paying attention to the sustainable employability of your people.

Why sustainable employability?

Your employees are your greatest asset. They are the heart of your company and their commitment largely determines its success. At a time when staff shortages seem to be becoming structural, investing in sustainable employability is a must. That means looking at the well-being of your employees, both physically and mentally. By holding regular and accessible discussions - via an FiT discussion - you can prevent small annoyances from growing into major problems.

And what does that yield? Higher productivity, less Sickness Absence and a better work atmosphere. No hassle, but definitely a win-win situation!

The older employee: opportunities and concerns

The average age of working people is rising. In 1950 it was 31, now it is already 42. The number of sixty-somethings in the Netherlands has grown from 1.7 to 2.1 million in the past decade. This means that employees are working longer and getting older. What does that mean for you as an employer?

What does this mean for employability?

Older employees are sometimes more likely to have physical and mental complaints. Especially if they are less educated or do physically demanding work, they may be sick longer or more often. But important to know: without chronic complaints, older employees do not absent themselves more than their younger colleagues. Nor are mental complaints more common, as long as working conditions are good.

Older employees: a source of experience

Older employees are often super-motivated and productive as long as they feel valued. They are open to change, but do not want to be tinkered with. With the right approach, you can achieve a lot in terms of productivity and employability, especially with this group.

What does an employee who is not comfortable in their skin cost?

When someone is not functioning optimally, it affects your entire organization. Not only through absenteeism costs, but also through "hidden costs. Think about:

Poorer quality of work, affecting productivity.

Higher likelihood of long-term Sickness Absence due to structural overload or symptoms.

Mandatory continued payment of wages during illness (up to 2 years).

Employees who can no longer handle their current job due to complaints and end up in a less valuable role.

These costs can be substantial, sometimes resulting in severance costs.

When is an FiT interview useful?

An FiT interview comes in handy when:

An employee notices that they are less employable, due to work or personal reasons.

You as a manager notice that things are not going as well (worse performance, health issues).

There is Sickness Absence threat due to persistent symptoms.

Work changes dramatically (promotion, reorganization, automation).

There are significant life events (marriage, moving, loss, mourning).

Following reintegration after illness.

With FiT talks, you can spot problems in time and come up with solutions to keep your employees motivated and employable. That's how you stay strong together!

3. The FiT conversation: What is it and how does it work?

An FiT interview is different from the classic performance appraisal interview. Here, the employee is central and sets the agenda. It is an open and equal conversation where everything can be discussed that affects work performance and job satisfaction.

The basics of an FiT conversation:

Employee-driven:
The employee requests a conversation when they feel the need.
Future-oriented:
Instead of looking back, the conversation focuses on future functioning.
Holistic approach:
Not only work-related issues are addressed. Private circumstances that may have an impact are also discussed.

The FiT principle considers all aspects of the employee's well-being. The employee feels free to take charge of their own choices. The employer shows leadership by helping the employee in all layers of the FiT principle. Win-win in other words!

A good example

Suppose an employee asks for more flexible working hours because his home situation has changed. In an FiT discussion, together you can look at whether and how this can be arranged. Perhaps there are possibilities to work from home or to arrange working hours differently. By talking directly, you prevent drop-out and increase commitment.

Getting started!

Ready to implement the FiT conversation in your company? Start with a pilot in a small group and evaluate the experience after a few months. That way, step by step you can build a new way of communicating and collaborating, hassle-free but with certainty!

Do you need support or want to know more? Ask your employability coach from ZekerArbo about the possibilities for training and guidance in conducting FiT interviews.