Organization and employees

Approximately 400 employees work at Castellum. Most work with managing the Group’s properties via our local organizations (business areas) to create close customer relationships, short decision paths, and local decision-making power. We believe this creates the best conditions for growth, as well as a corporate culture in which our employees thrive and develop. In addition, Castellum has a large project development organization and an overall Group structure that includes Group Management and functions such as financial reporting, treasury, legal, HR, communication and IT. These are housed together at the main office in Gothenburg.

Castellum as a workplace

Castellum manages the Group’s properties through local organizations to create proximity to customers, shorter decision-making processes and local decision-making Power. This creates conditions for growth, as well as a company culture where our employees are thriving and where we put people first.

Castellum’s local presence creates business value through familiarity with customer operations and requirements, as well as valuable knowledge of the local real estate and rental markets, market changes and business opportunities. The decentralized organization provides short decision making processes and creates a dynamic and active organization.

Employees are offered challenging tasks via a flat organization where competence development and experience exchanges are considered key success factors. There is a clear correlation between satisfied employees, satisfied customers and company growth.

Castellum’s project oriented function for Research & Development (R&D) was formed during the year. The function is responsible for the Group’s strategic development initia-tives. The ambition is to continuously add new projects to the R&D function in order to be able to act on trends that can have an impact and to have the ability to develop and evaluate ideas.

Flexible working hours/location

  • Castellum offers their employees flexible working hours and locations so long as this can be done in a way that meets the needs of our business and there is continued compliance with Castellum’s other policies.

To attract, retain and motive relevant skills

  • We ensure that compensation are based on performance and market position. Furthermore, to ensure that compensation are set based on the parameter "equal pay for equivalent work".
  • Communicating and following up goals and thus guiding the right kind of behavior and results. Furthermore, to ensure that operational activities are in phase with strategy and other plans to maximize result orientation. In other words; ensuring Castellum's continued success.
  • Our remuneration tools must be market-based and based on performance fulfillment and therefore differentiated to reflect our performance culture. Compensation is set on the basis of performance - this means that origin, gender, sexual orientation etc are immaterial from a compensation setting perspective.

Cooperating and exchanging experiences

Strengthening the Group through increased collaboration is a continuous process. Common development efforts occur within the Group. A lively experience exchange between local Group companies makes upgraded expertise available to the entire organization. The joint development groups provide opportunities for continued improvement, and the groups include participants representing all regions. The groups regularly discuss issues within specific areas such as rental, IT, management, project development, sustainability, communication, purchases and personnel. In addition to the permanent development groups, there are project teams who handle current issues.

The Group has a common intranet where experiences and knowledge can easily be shared between employees in all regions.

Attractive workplace

By offering competence development and creating a motivating work situation, Castellum promotes loyalty and job satisfaction. The decentralized organization means that each employee enjoys well-defined areas of responsibility with a high level of empowerment, leading to professional as well as personal development. Employee performance reviews occur yearly with all employees. These are an important tool for following up and setting objectives, as well as for identifying competence development needs.

Castellum cares for its employees and thus works with preventive health care, offers corporate wellness subsidies and provides substantial health insurance for both employees and their immediate families. Wellness programs are offered both for preventive purposes and for the continued well-being of the company’s workforce. A bonus-sharing program provides employees with the opportunity to benefit from their respective region’s financial performance improvement.

Once a year – on Castellum Day – all employees in the Castellum Group meet to increase competences, share experiences and strengthen Group spirit.

Education

Castellum offers full possibilities for professional and personal development through internal and external training. Employees continuously receive training adapted to their respective tasks. New employees also undergo continuous training in sustainability issues.

In 2017, Castellum arranged a Management Day for all management and employees in key positions to lift issues and provide an opportunity for networking across regions. In 2017, a compulsory web-based Sustain ability course has been taken by every employee. The primary aim has been to highlight how a sustainability approach needs to permeate every process carried out, throughout the entire company – and how each employee is to carry that responsibility.

The Castellum Spirit

Launched in autumn 2017, the Castellum Spirit clearly showcases what is unique about Castellum and how we distinguish ourselves from our competitors. It provides guidance in everyday assignments and various business situations, what is expected of a Castellum employee, and how we should interact with each other. It will also be a clear symbol of the new Castellum: all employees are committed to a shared fundamental vision that permeates everything we do.

Personal

Our employees decide how things are to be done, so that things go well and more quickly. Relationships are created between people, not between companies. All employees are ambassadors for Castellum and have the authority to act. Diversity makes us better because it helps us see things from different perspectives.

Passionate

Being passionate means trying to do things a little better. Every time.

Proactive

Being proactive means being able to see needs and fix them before problems arise. It also means daring to question things and daring to change, all in order to improve. Being proactive means being curious and forward-looking.

Reliable

Being reliable means keeping promises, stating opinions and listening to and respecting the views of others. It also means being clear when giving negative answers and offering smart advice, alternatives and solutions.

Gertz, Olof

HR-direktör Gertz, Olof