Conducting a Development Conversation?

A Perspective Conversation Truly Provides Direction

A good development conversation can make all the difference when an organisation is facing (potential) absenteeism. The perspective conversation offers a bridge for an employee who risks getting stuck, helping them move forward with renewed energy. It’s all about finding the right, positive perspective.

In such a conversation, we look together at opportunities, talents, and the sustainable employability of an employee. It’s more than a formal talk; it’s a practical, people-oriented tool to help employees take action.

In this article, you’ll learn how the perspective conversation works, when to use it, and why it’s so valuable for both employers and employees.

What is a Development Conversation?

A development conversation is an open, forward-looking dialogue between a career coach and an employee about growth, ambitions, and opportunities. The goal? To jointly explore a sustainable solution so that the employee can work with energy and satisfaction. Especially in situations where someone risks getting stuck or is already dealing with absence, such a conversation can make the difference. It helps identify obstacles and uncover what the employee needs to re-engage with work.

At Capability, we call this the perspective conversation. By offering perspective and focusing on what is possible — both at work and in private life — space is created for recovery and growth.

When to Use a Perspective or Development Conversation

The perspective conversation usually takes place between the 12th and 16th week of sick leave. Precisely in this early stage it’s crucial to start the conversation and look ahead together. Experience shows: the sooner concrete steps are taken, the greater the chance of successful reintegration.

During the conversation, the employee and a certified career coach explore the possibilities of returning to work — either within the current organisation or elsewhere — and what type of work suits the employee best. It provides insight, direction, and perspective, making employees feel supported and motivated to take the next step.

How Does the Perspective Conversation Work?

• Focus on the person: The conversation is led by an experienced, certified career coach from our sister organisation Amplooi. We create a safe setting where the employee can speak freely about what’s on their mind.
• Broad view: We look beyond just work. Where do someone’s talents and sources of energy lie? What obstacles are there, and how can they be removed?
• Action-oriented: At the end of the conversation there’s a concrete plan: which steps can the employee take, and how can the employer provide support?

Added Value for Employers and Employees

For employers, the perspective conversation offers valuable insights:

• It helps prevent absence and shorten sick leave.
• It promotes job satisfaction and engagement.
• It provides direction for development and HR policies.

For employees, it creates space to voice their perspective and reflect on their own development. They feel seen and supported, which is motivating.

What Do We Pay Attention to in a Development Conversation?

• Listening without judgment: It’s about the employee and their perspective.
• Good timing: Choosing a moment to look forward, often early in the absence process, between the 12th and 16th week.
• Clarity on follow-up: Making clear agreements on what happens with the outcomes.

The Role of Capability

Capability guides both employers and employees in this process. With our human approach, short lines, and quick interventions, we ensure real progress is made. We deploy experienced, certified career coaches (from our sister organisation Amplooi) who lead the conversation with both attention and action.

Would you like to discover what a development conversation can mean for your organisation? Or learn how the perspective conversation helps employees regain their strength? Get in touch with us — we’re happy to think along with you.

Read more about:

• Our occupational health services
• Our interventions
• Our training programmes
• And our approach