The strength of TMA is that the emphasis is put on what you can do and not on what you still need to improve. That makes a difference during performance reviews which are often more about areas for improvement.
HR department wanted to increase the percentage of employees participating in development activities. “We think it is important that employees discover their talents and reflect on their motives. Certainly, in an environment where major changes take place one after another, it is important that employees take more control of the situation and are given the tools for it.”
The management director came up with an interesting approach: he opened a web store with all kinds of instruments helping people to get to know themselves better. In order to be able to purchase those books, training courses and self-assessments, you needed so-called e-Deals.
The following year, all two thousand employees received a check worth 1,000 e-Deals. They could use these virtual coins in the e-Deals Webshop. The check was only valid for one year. “We sent the staff a real check because we know from psychological research that people give a higher value to something that they actually possess. They now all had 1,000 e-Deals with limited validity.