‘Stagnation means decline.’

“Being in motion, but keeping looking back,” Ruth nuances immediately. “Otherwise, you might move too fast and lose the people you are doing it for!”

Born and raised in Utrecht, Ruth lives in Houten with her daughter, son, and partner. She has developed step by step in human resources. “Change has always been my common thread. At Inholland University of Applied Sciences, I studied Personnel & Labour. During that study, I very consciously worked in an HR function. That experience answered my question that HR suits me well. I enjoy working with people, for people and getting the best out of people. Change can be quite scary: colleagues wonder what is in store for them and what to expect. I want to make sure they continue to enjoy their work. And I prefer to do this ‘with my feet in the clay’. Not from behind a desk but discovering on the shop floor what is going on among employees!” And I certainly don’t do that alone! Together with Mireille, we form a nice and powerful HR team.

Ruth: “Being in touch with the company is very important to me! I worked at a pharmaceutical company for a long time and made a conscious move to Dieseko. I saw the vacancy and thought ‘something is really being made there’. People’s pride, loyalty and passion for their products and the company won me over! And that love comes from both sides: when you see those beautiful big cranes at Woltman, for example… Very impressive! Our products go all over the world. That only adds to the pride. Moreover, Dieseko is an innovative company. For example, on the nitrogen issue: how can we deal with it? What is our role? And zero-emission also leads to a changing organisation.”

“Due to social developments, think of the environmental issues, we notice that customers have different wishes when it comes to our machines. Think electrification of a vibrator or a crane. That transition requires other developments in our profession.” Ruth continues: “My job is to determine ‘who works for us’ and what developments are possible. How can we retain people? Development and training are going to play an increasingly important role in this transition. Managers are an important pivot and are increasingly involved in HR-related issues. HR is there to make sure they get the support they need.”

Ruth, concluding, “It is important to tell the HR story well. It must be a dialogue: what is going on among employees? Being sensitive, not stepping over objections, but explaining what we want. Create awareness and involve colleagues in the plans for the future. That’s a great challenge!”