"Here you need to do what you are naturally good at"
Bettina Wæde
Director of people & culture
Customer case: Queue-it / bettina Wæde
Queue-it has a mission that everyone should have a talent profile - and they should all do what they are naturally good at.
HUMAN RELATIONS AT QUEUE-IT
Facts about Queue-it
Queue-it has 177 employees, with 50+ different nationalities. There are 60% men and 40% women in the age group 20-60+. TalentInsights and Queue-it has cooperated since 2020.
Frame forming talent profile
At Queue-it, TalentInsights tool TalentIndikator has become essential in forming the frame for teaching the employee to know and understand the whole human from the first day of work.
Head of HR
Bettina Wæde has worked with recruiting, HR and performance for over 25 years as a freelancer in an agency and today is employeed at Queue-it as Director of People & Culture.
“Here you need to do what you are naturally good at” – is the trademark and foundation for Queue-it’s HR, says Bettina Wæde, Director of People & Culture.
In Queue-it’s offices there is a focus on chosen colors, social zones, idea rooms, table tennis meeting room, as well as gaming and yoga-lounges. All of these actions and opportunities are created for the workplace, to create an environment, which contributes to all employees coming to work and doing what they are naturally good at.
Queue-it is a danish scale-up success story with a global perspective. There is a large need for growing and growing with the employees that in the process will develop themselves and build employee satisfaction at the same time.
Bettina Wæde has a goal to create a global HR-business, that has focus on implementing a talent based focus in all HR-processes. Queue-it is on a journey with the intention of everyone having a talent profile, which at the moment applies to everyone in Denmark and Australia.
As part of the recruiting process, Queue-it uses TalentIndikator to understand all aspects of the candidate. The TalentIndikator result doesn’t play a deciding role in recruiting, but is used to show a serious interest in the individual employees potential. In this way, Queue-it can understand “what makes you unique and naturally the best” and hereby create a framework that matches the employee from day one. Based on the talent profile, combined with an open and honest dialogue, an understanding is created for the employees motivation.
The analogy “We can all get to Paris, but the ways we get there are different”, is based on the four archetypes and is heavily used as reference for Queue-it, especially under the recruiting process. This gives the employee an understanding of the fact that everyone is different, and that the road to Paris is different depending on what talents you posess and that is totally okay.
The introduction to HR and TalentIndikator
It was not in the cards that Bettina Wæde was going to work with HR, but circumstances had her intuitively drawn towards working more with people. She is actually educated in accounting, but at her previous workplace, her boss saw an opportunity to let Bettina work with HR related tasks. That developed into Betinna being a part of building up the whole HR department, and here she could feel that she found her calling.
“The weird part for me at this time, was that I felt like I knew a lot about HR, men I didn’t know where I knew it from… I didn’t have a cand. merc. as many of my colleagues – but I just knew. Intuitively.”
When Bettina starts working with talent development, she can with a TalentIndikator test see that she has the individualization talent ranked high among her top talents, and that her intuition suddenly makes a lot of sense. Which her own personal insight also says: “I see people and I see through all the layers. I see the light and potential that is behind it all”.
After Bettina got TalentInsights recommended, she reached out to the owners, Per and Ric, from where there was instant chemistry. There was unique sparring from start and an openness where we could share reflections and thoughts around HR and talents.
The sparring between TalentInsights and Queue-it is an important factor as to why the collaboration always has passed and solved all needs. In the close collaboration the insight in each others individual talents has also been a big help in optimizing the communication. “The sparring part is unique. And I also especially love the ethics and morals of TalentInsights, as well as their way of running a business.”
"It can improve the general communication as well as the leadership and team parts. Most importantly, you need to have an understanding of the fact that people are different."
Bettina Wæde
Director of people & culture
How does TalentIndikator contribute?
There are many aspects and benefits in using TalentIndikator according to Bettina Wæde. TalentIndikator is used on different levels, connections and edges in the organization, depending on the needs.
“It can improve the general communication as well as development in the daily leadership- and teamwork. Most importantly, you just need to have an understanding of the fact that people are different, and create a connection through the entire organization.”
From day-to-day, talent profiles solve the ongoing valuations of whether or not the candidate matches the way the job is done, and hereby also secures the quality of the work. If the employee works with something they are passionate about, that supports their talents, then they will naturally contribute more to the company.
Queue-it also uses the TalentIndikator test to their students, as a highly prioritized expense. “We offer this as an introduction, as we feel a social responsibility towards sending our employees to the right places.” The TalentIndikator test is taken individually, but is processed through group sessions at Queue-it. There is an opportunity here for gaining a general understanding of talents, asking questions to ones individual talent profile and get an understanding of whether or not the individual employee is placed on the right shelf. If this is not the case, Queue-it is helpful in offboarding employees and sending them in the right direction, despite the fact that we of course never wish to let go of good employees.
“The most important thing for us is that they use their talents and push the pace on the development of these”
To be culturally competent in an international team
Queue-it has ambitions of being culturally competent and would love to understand the whole human.
TalentIndikator is an important tool here, as the tool works across languages and gives people a common language to speak from, – “because all people have talents”, Bettina Wæde says.
Generally speaking, Queue-it is impacted by having alot of diversity between their employees, which also reflects the employees different languages and educational backgrounds. The many nationalities therefore come with each of their cultural backgrounds and competencies, which contributes to a completely special dynamic at Queue-it.
The story of talents is therefore a central topic at Queue-it and the talent history shows all employees, that everyone can be seen and that everyone has something to contribute with as their unique selves.
Examples from reality
Bettina Wæde has a concrete example from her career, where the persons understanding of their own talents has been crucial for handling conflicts and satisfaction. The example centers around the young football player that had challenges finding their place.
The football player
“I want to be the worlds best football player”
A 14 year old talented football player was often lost in the football clubs he played for, which resulted in numerous times changing clubs. It was hard to put the finger on what exactly was creating these many conflicts, and how he could make it easier for himself.
After a preliminary talk with the young man, Bettina decided that he should take a TalentIndikator test. The talent profile clearly showed that the talents empathy, and individualization was far down on the list. On the other hand, the strategic, competitive, self assurance and achieving talents was high on the list.
The TalentIndikator test uncovered that his challenge in many cases came to life in everything around the pitch. For example it was not natural for him to help with bringing down balls to the bitch, or to communicate in the daily training sessions. His top talents first and foremost made him determined and created an enormously ambitious drive, which in itself is a positive. Although there was also challenges in connection with his bottom talents, because he could not sense how his top talents without regard could overshadow everything else.
For example in some football games he could not stop analyzing the oppositions team and get involved in the coaches strategy. It could be irritating for him, if the coaches strategy was different than his own analytical conclusions, and he did not have the insight as to knowing when his opinion was relevant and when it was not . This is exactly what shows a need for the indiviualization talent, where you can put yourself in others place and sense what is going on socially around you. This would create a lot of conflicts and had a disfunctional effect on the team, where cooperation and communication is a crucial factor for the teams performance.
TalentIndikator was an important help to giving insights into how he worked and what his challenges were – not least with a focus on his qualities first and foremost. From here he developed an understanding of the challenges of his top talents, and how he should work and become better at his bottom talents. It is one thing to understand them, but after this they need to practice them – and this takes time. But it also indicates that the young football player became more educated on his talents.
Today he works as a professional football player which he has for many years, which indicates that he has found his balance in his talents, and he is now at a more stable place as professional football player.
Development of talents within business, culture and sport are all areas where TalentIndikator creates direction and creates relevant development of the individual person and the organization that they operate in.
