Green Umbrella HR · Sector 1, Bucharest · Since 2018.
A working approach for an entrepreneurial company bringing its people practices into one coherent system.
Start by collecting the documents and decisions already used across recruitment, onboarding and day-to-day employment. Speak with managers about the exceptions they handle. The first task is to understand what exists, including useful practices that have never been written down.
A development approach that connects workshop practice with the conversations managers actually need to have.
Invite managers to identify the conversations they postpone or find difficult. Separate the purpose of feedback from assumptions about the other person’s intent. These situations become the material for practice without exposing private employee details.
A coaching route for the transition from individual expertise to responsibility for a team.
The strongest specialist is not automatically prepared for the different work of leadership. Discuss how priorities, decision rights and relationships change. Make the new expectations explicit so the person is not asked to infer them from a title alone.
A people-process approach that gives new colleagues a more understandable start.
Look at the period before arrival, the first working day and the first weeks of responsibility. Identify what the new colleague needs to know and who can provide it. Information is useful only when it arrives at a time the person can act on it.