Wiese Europe: five values, one vision

1. A relationship of trust

When a client indicates he/​she needs help, there’s only one option: offer the help and support that’s needed. Throughout the years, we made sure to only hire colleagues who believe in this way of work. Only when following these values and believing in this vision, you can grow along with Wiese Europe. Of course, they also need to have the skills we’re looking for… but next to this, we’re also looking for people whose personality and mindset align with the current team. We’re looking for a perfect match: skills as well as ambitions, goals and beliefs.

And this applies to our customers as well. The clients we’re working with nowadays, need to see us as a partner with equal values. We need relationships with our clients that’re filled to the brim with trust. We need to have a relationship where every single thing is out there on the table. Transparency is key.

‘In the past ten years, I’ve learned so much from my colleague Eddy Borgmans, who retired last year. He’s 33 years older than me… and still we had the same way of doing things, selling products, handling people. For me, Ellen and all of our colleagues, he’s been an incredible mentor, someone who was indispensable to make Wiese Europe thrive.’ — Tom

3. Taking chances

Founder Chris took a giant leap of faith by becoming an independent entrepreneur. He showed us the power you need to take control over your own life: you can only truly form it by taking action and taking chances.

The current team adopted this mindset, to get to the growth and evolution we’ve undertaken with Wiese Europe in the past years. We took the leap to implement quite some changes in the firm, whilst still taking into account the team, clients and culture. And we’ve never had any regrets about it since!

5. Open heartedness is key

Throughout the years, we’ve learned a lot of valuable lessons. But the one that matters the most to us? Communication is key. By thorough, timely and clear communication, you won’t have to deal with misunderstandings or arguments. Internally as well as externally. Our clients need to feel involved in their project, it’s theirs, after all! They need to know everything about every single step and development in the process. Whether they are good — or not exactly what they were expecting. By communicating about the good and the bad, you’ll get the trust you need.

Same thing applies to in-house communication. We need our team to be fully involved with the company, we need them to trust themselves, each other and the organisation they work for. Because of this, we make sure to inform them all about the yearly goals — and why these are the goals. When people feel the trust you give them, they will be more invested in what they’re doing — and who they’re doing it for.