Employee development at Unik Resurs
Your employees are your organisation’s most valuable resource. As they grow, so does your business. By creating the right conditions for individual and team development, we help you build a strong, motivated workforce ready to meet today’s demands and tomorrow’s opportunities.
When is employee development needed?
Employee development is essential when a change is needed—whether due to new responsibilities, organisational shifts, or personal transitions like returning from sick leave or parental leave. It helps individuals adapt, improve, and thrive in their roles.
Development can also be key when there’s a need to address low engagement, attitude challenges, or when someone is not fully aligned with their current role. Sometimes, it’s simply about unlocking the full potential of someone who already performs well.
How we work with employee development
Our employee development approach often includes our unique Be the Best Version of You™ programme. Over a period of around six months, through personal sessions with one of our experienced coaches, we focus on your goals, challenges, and the mission at hand. Our aim is to challenge and support individuals to reach their full potential.
We begin by setting clear objectives together. Typically, we hold four to six sessions, each lasting 60–90 minutes. Between sessions, there’s always the opportunity to discuss real-time situations or concerns, either with your dedicated coach or another of our HR experts.
The final session summarises the progress made and outlines next steps for continued development. The process is flexible, and you decide how to move forward.
When a change is needed for development
In a dynamic work environment, change is a natural part of growth. When an employee faces shifting responsibilities or new challenges, employee coaching offers the support needed to navigate this transition. Whether driven by new tasks, project leadership, or increased responsibilities, these moments provide valuable opportunities for development, but they can also feel overwhelming without the right guidance.
Changing responsibilities
Taking on new duties can open doors for growth while presenting challenges if there is a lack of clarity or support. As responsibilities evolve, employees benefit from recognising their strengths, understanding areas where further development is needed, and gaining the tools to manage their new role with confidence.
How do we support?
We provide structured support that helps individuals embrace change, develop greater self-leadership, and add continued value within their team and organisation.
- Skills identification
- Personalized development plan
- Increased self-leadership
Changes in the organization
When organisations adapt to new ways of working, introduce technology, shift strategies, or undergo restructuring, employees often need help to find stability in their roles. It’s not about lacking capability, but about providing the support, direction, and resources that enable them to contribute positively.
How do we support?
By encouraging self-leadership and aligning personal responsibility with cultural and strategic goals, we help individuals adjust and thrive in the face of change, becoming active participants in driving sustainable progress.
- Self-leadership & personal responsibility
- Culture & strategy work
- Activities & Priorities
Attitude or motivation problem
A decline in motivation or a shift in attitude can impact not only individual performance but also team dynamics. These changes may result from organisational shifts or personal challenges, and it’s important to approach them with understanding, not blame.
How do we support?
Through focused support, we help employees explore the root causes of disengagement, take ownership of their development, and regain balance and commitment. At the same time, we work with the organisation to ensure the right environment is in place to support renewed motivation and long-term growth.
- Career coaching
- Self-leadership
- Self-reflection
Supporting employee development after sick leave
Returning to work after a period of sick leave can be demanding for both the individual and the organisation. It involves more than simply picking up former tasks – it’s about setting clear expectations and ensuring a sustainable, effective re-entry. With the right support, employees can strike a balance between performance and well-being, while contributing positively to team dynamics and organisational goals.
Ready to invest in your people?
Take the first step towards a stronger, more resilient organisation. Book a free consultation and get practical insights into how we can empower your team for long-term success.
