Raunstrup takes matters into his own hands: Recruits future managers internally

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In recent years, the Raunstrup construction company has experienced a lack of managers with an understanding of the industry.

Their new internal leadership training, the Talent Factory, must put an end to that.

There has been a major shortage of qualified managers with an understanding of the construction industry Raunstrup A/S to recruit middle managers in its own ranks over several years.

The next step in the work with employee development and attachment is now ready. The talent factory, which is an internal management course, must give their middle managers the necessary management skills.

– We have long had a sharp focus on training and giving employees a greater connection to Raunstrup. The talent factory is the next natural step in our strategy in terms of ensuring that our managers get the right skills. I see it as a huge strength that we recruit our managers internally, as we have many skilled employees who have essential knowledge of both the industry and Raunstrup. Therefore, it is quite obvious to utilize the talents and knowledge we already have, says Søren Kristensen, managing director of Raunstrup and continues:

– Our clear goal with the first phase of the Talent Factory is to get clarity on exactly the needs for training, learning and sparring that our respective middle managers have. And on that background, the Talent Factory must be shaped so that we can make the best possible use of our employees’ skills and qualifications.

A tailored management course

The Talent Factory is a specially developed management course that must address the needs and challenges that Raunstrup’s middle managers encounter in their everyday lives. The teacher is Magnus Bjerre, who is HR coordinator at Raunstrup. He has often experienced that middle managers approach him with a need for more practical management skills.

– I myself have a background as a carpenter and have been self-employed for 10 years. So I know exactly what challenges our employees face on the construction site. The talent factory is designed to tackle precisely these challenges and give our leaders the necessary tools to lead and communicate effectively, says Magnus Bjerre, and elaborates:

– We have previously sent our managers on external management training courses, but we found that our middle managers needed more practical management tools. Our craftsmen, who have taken the path up the system and are now responsible for many employees, need guidance and sparring on how to handle their new role. That is why we have created the Talent Factory. It is tailored to our industry and the specific challenges our managers face.

Sparring helps

The talent factory is currently testing its first course for seven middle managers from all over the country. One of the participants in the pilot program is Rasmus Andersen, who started as a carpenter in Raunstrups’ Odense branch. He has been given more and more responsibility, and now he is operations manager for Raunstrup Byggeservice in Esbjerg, Vejle and Odense with responsibility for 41 employees.

– I have previously been on another management course where there were people from many different industries. The advantage of the Talent Factory is that the others face the same challenges as I do, because our people do the same work. That’s why it’s great to spar with them, says Rasmus Andersen and adds:

– I don’t think you ever get fully trained in being a leader. That is why I see it as a huge strength to be able to share experiences with others in the same position and learn from the challenges they face in everyday life. It makes it much easier to reflect on what we talk about at the Talent Factory, and I also use it actively on a daily basis, by being in contact with the other participants, where we spar, among other things, about everyday small and big challenges.

Raunstrup expects that 8 to 12 middle managers will go through the Talent Factory’s course each year.