HR: The Ceusters DNA

Is there such a thing as the Ceusters DNA? Do employees share the same values? And has that been a constant over the seven decades of the company’s existence? We talked to HR Managers Sophie Van Oers and Guy Frans. It turned into a conversation about family, flexibility and the fun factor, as well as ownership, consultation and support. In Ceusters’ head o ice on Antwerp’s Uitbreidingstraat, we meet Sophie Van Oers and Guy Frans, who both seem to be in a particularly good mood. Could it have something to do with that ‘late Friday afternoon feeling’? “We will indeed be heading to our recently renovated Club Lounge for drinks afterwards,” HR Manager Sophie Van Oers laughs. In October 2020, she doubled the size of the HR team by joining Guy Frans, who has been working at Ceusters since March 2004. Two di erent profiles with one shared passion: human resources. “We consider it extremely important to strengthen ties with all employees, regardless of their field of expertise. HR shouldn’t be an anonymous department: we need to be visible,” Guy Frans adds. “That’s why we regularly get together with the o ice sta . Sophie and I also make sure to regularly visit our colleagues in Ceusters’ branch o ices. You need to be physically present and put your ear to the ground. Personal involvement is what it’s all about. That’s the constant I’ve experienced in all my years at Ceusters.” “That’s right,” Guy’s colleague Sophie confirms: “When I first started working here, I immediately noticed how easily you could walk into the o ice of our CEO or COOs, for example. Everything revolves around collaboration, at all times and in all places. There’s very little hierarchy, which is one of the reasons we’re able to work so flexibly. No one is locked into a fixed pattern.”

Ceusters DNA HR:

CEUSTERS |

40 Does this personal involvement stem from the company’s familial nature?

Guy Frans: “The concept of ‘family’ can be interpreted in all kinds of ways, of course. Personally, I experience that family feeling through the high level of trust placed in employees here, as well as the solidarity that exists. Just like in a real family, everything has a longterm focus at Ceusters. The working environment has to be sustainable – both in a human and ecological sense. That’s why we made an explicit commitment to drastically reduce CO2 emissions, water consumption and o ice waste, for example. Something we were already doing long before it became ‘sexy’, by the way. Simply because it’s a healthy way to do business. We’re also convinced that future employees will attach increasing importance to e orts like this.”

Sophie Van Oers: “We consider it important for our o ices to be as green as possible, both with plants in the o ice and with the necessary green space outside. It creates a sense of mental peace and invites movement. Similarly, having art on the walls leads to mental expansion, as it were. Combine that with a Sports Challenge, Immorun race for real estate professionals or cocktail shaker workshop – together with engagement in social projects – and you have a sustainable working environment that always provides the necessary oxygen.”

Guy Frans: “A pleasant working environment that supports strong collaboration is the reason why so many initiatives emerge here without anyone directing them from above. During the lockdown, we noticed that we missed each other very much. This certainly shows things aren’t that clinical here in the o ice.” (laughs)

Ceusters has about a hundred employees who are spread out across various locations. Doesn’t that make it di icult to create a shared ‘Ceusters feeling’?

Guy Frans: “Our local presence is fantastic for our clients, but it’s also very nice for employees themselves. Why waste hours in tra ic when you could be at work in no time? And get back to your family just as fast afterwards? It makes people work more e iciently, and it makes them happier.”

Sophie Van Oers: “Especially for young parents, this isn’t an unnecessary luxury. We actually picked our branch locations together with our employees. Work-life balance really isn’t just an empty concept at Ceusters. Proximity applies not only to our connection with clients, but also to our employees. The way we work together mirrors how we deal with our clients.”

Guy Frans: “Despite the fact that we work in di erent o ices, there’s still a shared Ceusters DNA. But in order to create that ‘community’ feeling, you naturally need to be present everywhere on a regular basis. Although we’ve partly grown organically, there have also been acquisitions and mergers. Which is why it’s important to get to know each other well and ensure everyone feels good in the large Ceusters community. It’s essential to invest the necessary time in this. I can safely say that human resources have become increasingly important for our organisation over the years. Of course, Ceusters is literally connected through the family DNA of Ms (Ingrid) Ceusters and her son Axel. But all employees also figuratively contribute to that DNA.”

Sophie Van Oers: “Ceusters has a high retention rate. Our employees are not just anonymous numbers on a spreadsheet. The company is built on strong individuals who form a close-knit team in a highly diversified workplace. Age and gender don’t play any role in that.” Guy Frans: “Trust only functions if it works in all directions. An open and horizontal way of collaborating makes swift decisions possible. It’s all about ownership, consultation and support. Those values are what makes us stand out from our competitors. We need to feel like someone fits in with that philosophy. Hire for attitude, train for skills, as we say. All our employees get the opportunity to take relevant training courses. Which means your own career at Ceusters can take di erent turns. And if people do decide they want a change, you want them to have had a really good time here, right? Who knows, we might be working together on a subsequent project in their new position and company… This too ties in with our long-term philosophy.”

Sophie Van Oers: “The point is that everyone should be able to develop professionally in the best possible way. Supporting lifelong learning is how you ‘stay in shape’ as a company. No matter which way you look at it, your people are your most important assets. And the way in which our people work together also reflects how we deal with our clients.”

UITBREIDINGSTRAAT 72 BUS 2 2600 ANTWERP +32 (0)3 231 88 76

TOUR & TAXIS HAVENLAAN / AVENUE DU PORT 86C 1000 BRUSSELS +32 (0)2 735 81 90

RIJVISSCHESTRAAT 124 9052 GHENT +32 (0)9 233 36 45

CORDA CAMPUS CORDA 1 KEMPISCHE STEENWEG 311/2.12 3500 HASSELT +32 (0)11 22 09 30

ROTTERDAM BRAINPARK (212) LICHTENAUERLAAN 102-120 3062 ME ROTTERDAM