Your best people are functioning. Nothing more.
They hit their targets, they don't complain, and yet you see it: less initiative, less pushback, less enjoyment. That's rarely a motivation problem. Usually, someone has been running on reserve for a while.
- NOBCO certified coach
- Utrecht, Hilversum or online
- Often tax-free to reimburse
Two ways of working together
Which fits your situation?
For a specific employee
You see that someone is running on reserve, heading towards burnout, burnt out and not at their best. Targeted coaching, with clear agreements on confidentiality and reimbursement.
Read on ↓For the organisation as a whole
You want to build a company culture where people give energy and get it back. Where rest is just as natural as results.
Read on ↓Why now
Burnout rarely starts unexpectedly.
Someone who holds themselves together for months doesn't suddenly collapse. The signals are there well before that: a shorter fuse, fewer opinions of their own, everything becomes "fine". Whoever gets room at that point to figure out what's going on usually gets through it without needing sick leave.
This work is meant for exactly that phase, while it's still possible.
For the employee
Room to explore what's underneath the complaints, and to make choices again instead of just surviving.
For the manager
A conversation you don't have to have. You keep the professional relationship, I take the personal layer.
For the organisation
People who speak their mind again and dare to take risks. That's what you hired them for.
How the arrangement works
Clear on the format, closed on the content.
Kickoff, can be with three of us
Employee, manager and me, if that feels right. If someone prefers that conversation alone, we do that. We record what the process is about and what it should deliver. That document is immediately the business case for reimbursement.
The sessions themselves
Usually this runs as a process of seven sessions over roughly four months, in Utrecht, Hilversum or online. Individual sessions are also possible. What's discussed there stays there, without that agreement it doesn't work.
Feedback on goals
At the end, a conversation about the goals from step one: what's changed, what still needs attention. I don't report on the content of the sessions.
An employee who doubts whether it's really confidential tells you exactly nothing. Then you might as well not do it.
The reimbursement
Usually tax-free to reimburse.
Dutch tax law (the werkkostenregeling) includes a targeted exemption for training and development. It doesn't come at the expense of the general tax-free allowance. The condition is that the process demonstrably relates to functioning in the current role or a next step.
That's why we set the goals together at the start. That's not a formality: it's the document your payroll team can use to substantiate the exemption. I provide a quote and a feedback report that match.
Also worth checking: the training or development budget in your collective agreement (cao) or the sector's training fund. In practice, that's often the easiest route.
Whether the exemption applies exactly to your situation depends on how the process is set up and your own arrangements. Check with HR, payroll or your accountant. This is general information based on the 2026 rules, not tax advice.
Culture and energy
Some employers want to see people thrive.
As a leader or founder, you don't just want to prevent burnout, you want people to draw energy and fulfilment from their work. Then it's not about one process, it's about how the organisation works as a whole.
I help with that from the same starting point as in coaching: people who understand how their own energy works, and a culture where rest is a built-in part of the energy cycle that leads to productivity, not an interruption to it.
- Work connected to a deeper sense of meaning, not just targets
- Room for someone's own energy and creativity, instead of one fixed format for everyone
- People who get energy back from their work, not just put energy into it
- Rest as a built-in part of the energy cycle, not an interruption to it
- Less risk of burnout, as a result of a culture tuned to people, not as the goal in itself
I do this work with individual employees, with managers, and with the organisation as a whole: from targeted coaching to a longer conversation about how your culture can keep developing.
Also possible
Prefer to explore first, without starting a process right away?
That's also possible as a talk or workshop, for the whole team or during an event. Same work, different format.
Questions
What people often want to know.
Can an employer reimburse coaching tax-free?
What does the employer hear about the content?
How long does a process take?
Take the first step
Curious whether this fits your organisation?
Feel free to call or message me first yourself, then I'll think along on whether this is the right route. The introduction with the employee is then free and commits to nothing.
Free up to 40 minutes · Utrecht, Hilversum or online