Hogeslag invests in sustainable employee policy

"Our people are the company's capital asset. When we stop investing in our people, all other expenses will be a waste", says Rudi Holleboom, director of operations at Hogeslag Olst BV. 

Beef producer Hogeslag Olst BV supplies the catering industry, meat product companies and retail suppliers in Europe. Together with process manager Henk Keuken and others, Rudi Holleboom manages the internal organisation. "We make a conscious distinction in the Purchasing, Sales and Operations. Owners Erik and André Hogeslag mainly focus on the commercial activities, ensuring suppliers and customers receive the necessary attention. Everyone does what they do best. This is how we reinforce each other.

Knowledge and experience

Hogeslag has been able to hold its own for almost 100 years in a market that has been under considerable pressure over the years. They still manage to grow; in quantity, quality and professionalism. "The latter is mainly due to our people," says Rudi. " For years we have been focusing on recruiting people with up-to-date knowledge, and not on bringing in people with experience. Having experience solely in the meat industry can even be a limitation: people often continue to do what they did with previous employers. Exactly what we want to prevent. 

Sustainable employability

Henk previously worked at a vegetable slicing company, where he gained a lot of knowledge about the requirements and wishes of customers with regard to food safety.   With his background in business administration, he helps to control the processes better. "Where it is essential to always have the right people available", he says.  "Years ago Hogeslag already started with sustainable employability of its staff. We then wanted to go from good to better, and we still do. In fact, even 'better' is not enough for us. For us, wanting to be the best is a goal. That is a common thread that runs through all our processes". 

In the instruction room there are various texts on the wall, visible to everyone. Such as the mission ('an attractive company for customers, suppliers and employees'), and the vision, with goals focused on quality, continuity and a healthy growth of the company with the wishes of the customer as the main goal. But also about having, being allowed, wanting and being able to work. About the connection between sustainable employability, work-life balance, health, commitment and much more. Or take the vision about employees: 'Skilled, enthusiastic and loyal. They contribute to the qualitative growth of the organization, are collegial and enjoy coming to work'. 

To be clear

How does Hogeslag put that into practice? Henk says that the personnel policy is aimed at appreciation and respect for each other. "Employees have to grow alongside the organization," he explains. "Where necessary, they are trained, supervised and coached in order to constantly guarantee food safety and production quality. We will not tolerate any downtime in this respect".

"Right," agrees Rudi."Wisdom: "tolerance has crossed the boundary of acceptance. Those who start working at Hogeslag know this, right from the moment they apply for a job. It's a conscious choice. Employees want to know where they stand. So you have to create clarity: what do we expect from them and what can they expect from us? 

"By the way, that works throughout the organization," adds Henk. "We are also straightforward to our customers and suppliers. Their wishes are guiding, but it's not just about being of service. We also indicate what we don't want to do. We might not always be an easy buyer and supplier, but those who work with us know exactly where they stand. Customers get what they can expect: quality and continuity. And a deal is a deal.  

Mentors

To ensure continuity, staff are challenged to want to work for the company. Rudi: "This is based on the vision that if the feeling arises that work is a ' must ', it forms a very fragile basis for motivation. Coming to work with pleasure every day may not always be feasible, but we do aim for that". 

"Finding good people is hard," he continues. "Young people like to choose challenging jobs, but unfortunately they don't always get what they expected, in practice they often do the same work day in and day out. A few disappointments, and the working mentality is ruined. Such a pity! Here you can still learn a trade and improve yourself. Young people are assigned a mentor from day one. These are older employees, who know the tricks of the butcher's trade and enjoy passing on their knowledge. There is room for functional growth and personal development". Basically, you could call it a "family business'. Together you can be successful.

www.hogeslagolst.nl

Pictures: © Fotobureau Hissink