Virtual Workability Check


You can motivate team members and keep them productive by connecting: by sharing with each other how things are going, agreeing who is taking on which tasks, checking that’s working out. As the person in charge you can give direction and feedback. Team members feel heard, seen and supported. This is what team members need even when working from a distance. Working out of office is difficult for some, others find that it helps them to be more productive, to apply other competencies, to enjoy another 'self chosen' workplace. It is your job as a team leader, manager, project manager to know how your team is doing and where necessary or desirable, to take action tailored to this new situation. Do you want to do this in a structured way? Both innovative in terms of approach and broader than just the dimension of 'wellbeing' or ‘diagnosing a work overload”? The Virtual Workability Check takes you step-by-step into having a motivating dialogue with teammembers, taking action together and collecting information that is relevant here and now and also valuable and useful for the future. You can do this yourself as a leader, delegate within your organization or put it in the hands of Beanmachine. Perhaps this is the perfect moment to replace this too slow, too anonymous, too archaic engagement survey with a more permanent finger on the pulse, which stimulates two-way traffic and generates an equally valuable data track.

Your 5 burning questions?
— Question 1 —
How can I connect with my team members in a way that goes deeper and wider than 'How's it going?' and 'Is it possible to continue working?
— Question 2 —
How can I question my team members about their experience of working 'remotely' in a pleasant and focused way? Which competencies come naturally in this setting? Which ones do they have to develop further? What helps to stay healthy and in (work)flow?
— Question 3 —
How can I support my team members remotely and be of added value to them?
— Question 4 —
How can help my team members to connect amongst them in a relevant and valuable way?
— Question 5 —
How can I conduct this kind of conversation in a structured way, collect the output and make it useful for all parties.

Target audience

As a manager, business manager, team or project need, here and now, to:

  • have a uniform script to be able to connect with your team members, even on a large scale.
  • have a clear structured tool that helps you to maintain a qualitative connection with your team members.
  • have an authentic dialogue about 'health', 'competencies', 'values' and 'work'.
  • have and keep the finger on the pulse with a lot of people, even if they're in a different places
  • have an overview of how your people are doing and where there might be wishes and needs

Created with Sketch.
Created with Sketch.

Our 5 building blocks program

Start-up: You will receive a clear step-by-step plan and planner

Step 1. With a number of informal questions you have a short conversation with your team members and you explain your plan.

Step 2. You then give them a survey focusing on work ability in these circumstances:

  • Motivation
  • Values, beliefs and motives
  • Energy givers/eaters
  • Competencies and competencies to be acquired
  • The job

Step 3. You discuss the results of the survey with each employee during a video call. Presumably there are common experiences/results among the team members. Sharing these during an online team meeting creates a bond

Step 4. Together you come up with solutions for what is happening. You make an overview of what is urgent and important, formulate short-term objectives and distribute tasks using a digital canvas.

Step 5. You follow up, discuss, motivate, ... based on the previous conversation.

Program mode Purpose Duration
Power webinar Exploring 90 minutes
Online training Focus 6 hours
Training course Deep dive Tailored to your needs

"As a consultant, I see how professionals today face tough challenges. As a coach, the many conversations teach me that it is rarely just a matter of 'learning new skills' or 'getting time to adjust"

Katrien Van Rossom, Bean mechanic