Platform on new construction, renovation, restoration and transformation
A company is worth as much as the people who work there. A truism. The strength of the company lies in the expertise present among its staff. Therefore, with the increasing tightness in the labor market when it comes to young recruits, it is crucial to properly induct newcomers and supplement the knowledge that is specific to your business and that, by definition, is not learned in a training program. It is a fact that thorough knowledge of business gives an employee job satisfaction and self-confidence, benefiting not only the employee himself, but more importantly the customers. So how do you ensure that those specific tricks of the trade are transferred? You do that by demonstrating good mentorship. Pensioner Ben Slebus is such a mentor at Facédo BV in Velp. We speak to the ‘old hand in the business’ about his work as a mentor.
“Did you know that I once mentored Dennis Leijser, the director and owner of Facédo, when he was 15 years old and taking his first steps in the world of facade technology? I couldn't have imagined then that years later I would be working for him and now that I am retired, may still remain associated with Facédo as a mentor,” Slebus opens the conversation. The 66-year-old professional should not think of sitting ‘behind the geraniums. His knowledge and experience is extremely valuable to Facédo and he is happy to pass it on. ’So the circle is complete again, I am a mentor again. Actually, it's a very fatherly role that I play. I introduce new employees to the technology behind our products and help out within the organization in places where my knowledge comes in handy. That can be in the drawing office, but also on the construction site itself, where, for example, professional improvisation is needed to deal with a problem.“
Slebus sees it as a personal mission to get young people excited about his profession and takes it one step further: retaining skilled workers. “You notice that when people are better and better introduced to the subject matter, there is more job satisfaction. That creates a bond with the company and with colleagues. One of the focal points in my mentoring, is that I teach employees to think for themselves. When an unexpected problem arises, think creatively first, within the bounds of the technically permissible, before pressing the panic button. Consult your solution; together you know more. Implement it. Does it work? Then you are a lot richer in terms of knowledge. Does it not work? Then you have learned something new and can look for an alternative solution. I want people to grow on a personal level by giving them self-confidence. This is only possible by transferring knowledge and motivating people to actively use it. We all make mistakes, that's not a bad thing, as long as you learn from them.”
Slebus believes that well employed and trained employees experience less stress at work. “You then also radiate that to customers. An employee who is comfortable in his or her own skin is less prone to absenteeism. Very nice in a time when you are quickly ‘short of hands’. And to talk in terms of circles again: anyone who has had a good mentor and therefore works with confidence is a potential mentor himself. That's how we pass the torch on again.”
