See Create your future

Information for managers

As a manager, you have a responsibility not only for your own development, but also for that of your staff and the team as a whole.

Discussing individual development

A discussion about development can take place during any regular conversation and be initiated by either party. Relevant questions include: "What qualities does the employee have which could be better exploited? What can the employee develop further in order to improve his current functioning? What are the long-term developmental needs and desires? Which step would be a good follow-up to the current function, inside or outside the university?

As a manager, you are one of the key discussion partners when it comes to personal development. You have a good insight into the performance and abilities of the employee and you can provide the employee with valuable feedback. You also have the opportunity to stimulate and facilitate the development. The employee is, ultimately, in charge of their own development and career. For professional assistance with personal development and career questions, you can refer your staff to the Career Development Centre. where they can have an informal initial interview and receive advice on relevant steps and activities.

Team Development

In addition to the individual development of the employee, you, as the manager, also bear responsibility for the development of the team as a whole. Relevant questions could include: "What kind of professional development is needed now that our service provision is changing? How can we improve cooperation within the team? What development is needed after reorganization? " You may contact the Career Development Centre for tailor-made advice.


The annual performance appraisal is also a good time to discuss personal development. During the interview, you not only examine the performance, but also address the desired development for the short and long term.

If you, as a manager, need broader feedback concerning the competency of your staff, then there is the possibility (only available in Dutch) to deploy a 360-degree feedback instrument. With this Digital Feedback Instrument, an employee can ask for feedback from the people they work with concerning mutually chosen competencies. These could be the competencies associated with the current University Job Classification profile or, for example, the competencies associated with a next step.

In order to support you, as a manager, in the implementation of a development-oriented (annual) performance appraisal, you can always seek advice from your HR consultant. You can also read the online information about the annual performance appraisal.