"When people know one another, they will also start appreciating one another and begin to search for results together"
People do a smarter job when they are feeling good and work together. “As an organisation, we can only continue to grow and mean even more to the Flemish manufacturing industry if we bring out the best in our people”, says HR Manager Greet Heylen. “We want to be a truly human-oriented organisation and continuously work towards this goal.”
Flanders Make has been evolving quite a bit in recent years. The organisation has grown in all respects. “We do more than just offer a service, we really want to make a difference to technology and industry”, explains Greet Heylen. “And we can only do this when we put maximum focus on our people. But before you can do this, you must have a solid organisational structure in place. In 2014-2015, during our ‘date phase’, we worked on this organisational structure, making sure that everyone was given his or her place within the organisation to be able to grow from there.”
“The following step was the ‘deal phase”: in 2016, we thought about what we expect from our people, what they in turn expect from our organisation, how we can be of significance to industry and technology and how we can reinforce all this by creating a Flanders Make culture. In doing so, we focused, among others, on customer value (understanding the needs of our customers, supporting them in their innovation projects and meeting customer expectations), empowered people (people who take initiative develop themselves and also help others in their development process), working together (not only within your own team but also with universities and companies) and excellence (being relevant to science and industry). Since 2017, we are in our ‘dream phase’, putting maximum focus on talent development.”
“A recent poll shows that our approach pays off: teamwork rose from tenth to fourth place. We stimulate cooperation not only within projects but also by building cross-site teams, organising activities on topics such as knowledge sharing and communication or through leisure activities outside working hours. For new employees, we’ve worked out an integration programme of half a year. This programme with various activities replaces the 'welcoming day' and gives newcomers the chance to really get to know the organisation as well as the other employees. Because when people know one another, they will also start appreciating one another and begin to search for results together. And in this way, our people are given the chance to grow and become significant to our Flemish manufacturing industry.”
“We do more than just offer a service, we really want to make a difference to technology and industry”