Organizational Psychologist (in-house)

"Organizations are happier and perform better in the long term if they employ a permanent psychologist"

It is people who can make a successful team or organization. Or break.

Human Capital is the foundation. It is the people who generate the money or are at the source of it. So if people work optimally (together), this yields more profit for the organization.

Foto Organisatiepsycholoog (in-house)

Why is a psychologist useful for my team or organization?

People in organizations have different interests: personal, political or otherwise. As a result, transparent communication often fails to materialise. Because it is not always safe or convenient. A team or organization then runs smoothly, stagnates or sometimes even deteriorates in development and effectiveness. Especially when an organization is going through a transformation and change process.
It is precisely during busy and changing times that work and performance come under pressure. And then professional, internal and trusted support from a neutral psychologist can be significant (research shows that good support is a buffer against negative stress and work pressure).

It is also known that people perform better when they are seen, valued, supported and stimulated.

To upgrade your organization, a 'permanent' or 'internal' organizational psychologist often offers a (temporary) solution. All the more so because HR does not always have the resources, sufficient expertise/experience or neutral position to tackle this optimally.

What can I contribute as a psychologist?

As a psychologist, I can contribute to the following questions/topics:

  • How can you reduce dropout, burnout and absenteeism?
  • How do you strengthen sustainable employability and reduce absenteeism?
  • How can talents in organizations be further tapped?
  • What are the means to further develop these talents?
  • Which career developments contribute to getting the right people in the right places?
  • How can you best channel processes and resistance in transition management or change management?
  • How can the various BUs or departments work together even more effectively? Which organizational dynamics play a role and how to deal with this effectively?
  • How can you optimize the collaboration with and the function of HR in an organization?
  • Where can you go for advice or mediation in the event of labor disputes or an unsafe or sometimes toxic working environment?

Working methods

A few working methods:

  • Questionnaires, interviews, reports
  • Regular board/management/HR consultations
  • Action Plan for optimization
  • Assessments
  • Development and training through workshops/trainings/intervisions
  • Professional consultations regarding functioning as an individual and in a team and organization
  • Coachings voor effectieve performance
  • Advice for managers/professionals
  • Other
“An organization or team produces more results if people continue to feel valued, motivated, inspired and challenged.”

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