Bij Cosun werken 650 mensen en die worden allemaal getraind door coaches van FairField. Van de directeur tot de medewerker op de werkvloer en alle mensen ertussenin. Iedereen zet zijn schouders onder het belang van de organisatie. Birgitte van Steen, HR-manager, vertelt hoe dat belang eruitziet.
Over a period of two years, FairField trainers and coaches will regularly visit one of Cosun's five locations. After all, all staff will be involved in the talks, interviews and training sessions that will make them take responsibility for their own behaviour again. The FairField colleagues are in line with day-to-day practice. "They take part in meetings, work consultations and other work activities that involve interaction. They will not go into the content, but will ask questions about the process. What happens here now? Do these people let each other talk? Has there been an action or a result of the conversation? Do they listen to each other? And do they have an eye for each other's interests?"
The importance of the organization is to produce as efficiently as possible. Cosun has roughly two periods: the campaign and the intercampagne. "The campaign is the time when the beet are processed into sugar, that's what it's all about. In the other period, maintenance is central and you can take up another job in the business and, therefore, another manager. It's important that colleagues understand each other well throughout the year, make clear working arrangements and have the same goal in mind when working together. That applies to all employees, everyone participates".
The strength of this process is that the guidance takes place on the work floor. FairField employees address issues that arise on a daily basis, with the aim of permanently changing behaviour and thus culture. "That our colleagues happily enter the gate and leave the gate in a good mood, that is our intention. We think it is possible, with the help of FairField, to give each other feedback in a pleasant way, to consult each other efficiently and with respect for each other's opinions."
The commitment of all employees is nodig om een goed bedrijfsresultaat te bereiken. Ieder individu is van belang. Een soepele onderlinge communicatie zorgt voor versterking van de medewerker zelf, van het team waarin hij werkt en dus van de totale organisatie. “Dit gaan we bewerkstellingen door top-down en bottom-up onze mensen bewust te maken dat we hetzelfde belang hebben. Iedereen geeft zijn of haar leerbehoefte aan en door training, coaching en oefening, komen we dichter bij elkaar en bij onszelf”.
Waar we naartoe werken is having colleagues talk to each other. That they say 'I've been walking around here for a few years now, but I'm not sure how my work relates to yours'. There must be agreement on concepts such as customer focus and quality. That's different in one department than it is in another. Because employees are engaged in their own development, they will also have an eye for the group's interests. FairField is a serious party in which we have a great deal of confidence.