To build an open and learning organisation, the leadership skills of all employees are very important. The staff training courses the university offers have been revamped to provide opportunities for every level of leadership, from self-leadership to leading an organisation. Recent years have seen twice as many participants signing up for leadership courses compared to 2022 and before.  An induction programme for new managers provides all information needed to successfully perform their role. In addition, other types of support have also been made available, such as intervision groups and a pool of (team) coaches. 

Improving work-life balance is being considered in various ways and remains an ongoing process. One thing to consider, for example, is encouraging better provision of information. The recent launch of the LTC-HUB is a great example here, providing all information related to education and teaching in one place. We are also considering where improvements to our digital work environment can be made using our applications or AI. Many innovations taking place within the university and faculty, albeit after a process of change, aim to achieve the same or more with less time – examples include changes following the introduction of the Kernvisie or the transition to a new HR system. It is also important to be able to address work pressure and talk about it. The introduction of the GROW programme (Gesprekken over Resultaat, Ontwikkeling en Welzijn, Conversations on Performance, Development and Well-being), in which well-being is explicitly included, offers room to discuss work-life balance and to come to solutions together. 

Having a conversation with your manager or employee, no matter who initiated the meeting, improves cooperation and supports the development and well-being of employees. These conversations are becoming more and more widespread. The HR department supports this, for instance by helping employees or managers prepare for these meetings or by being present, and in some cases mediating. Various (online) tools and training courses have also been developed to help with this:  

• Sparring partner  
• Training course A good conversation (for managers)  
• Workshop Growth in Conversation  
• GROW interviews (for annual interviews) 

It became clear from the 2022 MBO that new employees don’t always experience a smooth start to working at the university. International employees found it even harder as they were perhaps still getting used to how everything works in the Netherlands, couldn’t speak the language, or had trouble finding a place to stay. Efforts have therefore been made in recent years to develop an onboarding system for new employees, involving both the HR department as well as at the departments who arrange the employee’s first days. A format setting out the various terms and conditions of employment has been dev.eloped, providing much useful information to employees when they start. More items have been developed, such as:

• An extensive Welcome to Leiden University module with particular attention for international staff.
• International staff are offered  support and information from the Service Centre International Staff (SCIS) and the Leiden International Centre.
• The HR department organises language courses for new international employees. In the first two years of their appointment, they have a budget of €500 a year to spend on a Dutch language course at the university’s Academic Language Centre.