Career and leadership development

Attracting and retaining employees

Gränges strives to offer good working conditions and interesting career development opportunities to attract, develop and retain talented people. The company runs a structured recruitment process to ensure the company hires competent and skilled employees. In the recruitment process, all else being equal, individuals from underrepresented groups are given recruitment priority to promote a diverse workforce.

To ensure employees are engaged and motivated, Gränges conducts annual performance and development discussions as well as compensation reviews.

Enhancing employee performance

To develop competencies that enhance both individual and organizational performance, Gränges works to follow up on employees’ individual performance and support their aspirations.

As part of the annual performance and development discussion, each employee and their direct manager decide on an individual development plan. In 2019, 80 per cent (77) of Gränges’ employees had such a plan. In Gränges’ operations in Asia, individual development plans are only required for white-collar employees.

Leadership development

To develop the leadership that is needed, Gränges works actively with training opportunities, talent management and succession planning, as well as strengthening the corporate culture and core values. Leadership training is conducted in line with regional needs and covers both current and potential leaders and talents. Ongoing training activities take place in all regions, in line with local needs.

Targets and target fulfilment

See detailed information about Gränges’ long-term sustainability targets and target fulfilment.

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