Employee Participation Programs Workshop

Workshop

The workshop offers an allround view on employee participation: from legal, strategic and organizational perspectives. Founders and entrepreneurs will receive orientation and a solid foundation for decision-making with regards to implementing and designing employee participation programs. 

TU Wien i2c

What you will learn

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Live Workshop Curriculum

  • Purpose, goals and non-goals of employee participation 
  • Defining limits and target audiences of employee participation programs 
  • Participating in what: financial and other forms of participation 
  • Design elements, legal framework and foundations 
  • Integrating employee participation with other HR instruments 
  • Advantages and disadvantages of different formats of employee participation 
  • The new company format in Austria: introducing the FlexCo 

Your trainer for this course

Michael Kubiena, Expert in Organisation Design, Leadership & Culture

Michael is a startup trainer with 25 years of experience across Central & South-eastern Europe, Turkey, and the Middle East, having worked with startups and corporates in HR and management roles across the ICT and service industries. His expertise spans strategic HR, talent management, compensation & performance, and HR audits. Trained in business administration, cultural studies, and systems thinking, he brings a distinctive perspective on organizational dynamics. 

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Other topics related to Organisational Design

Organization design

A holistic understanding of organizations and their key design elements allows for more flexibility and creativity when responding to the challenges your organization is facing. If you want to professionalize and future-proof your organization you will benefit from a broader toolset and all-round perspective.

Employee Value Proposition

If you want to pay more attention to your employees, their wellbeing and performance, you will benefit from the impact of a fit-for-purpose HR role and essential HR practices: From recruiting & onboarding over talent management & development, to job categorisation, compensation and performance management, career management, the importance of feedback and reflection. 

OKR: Objectives & results

OKRs allow to turn strategy into action and to align strategy, employees and their performance. Furthermore, by introducing OKRs organizations and their leaders can develop a powerful participatory leadership instrument which encourages taking ownership and accountability across the entire organization.

Talent acquisition

The ability to attract the right employees to the company and retain them in the long term is a decisive competitive advantage. This includes developing an attractive, coherent and credible employer brand, communicating it convincingly and implementing it consistently.

Navigating (Business) Culture(s)

In order to deal with cultural differences and diversity constructively and appreciatively, a contemporary understanding of culture and its role in everyday life and in the world of work is required. Discovering and understanding cultural patterns: one’s own and those of customers, partners and colleagues.

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