Start the day at Nedlin

For clients, Nedlin has been a rock-solid brand for decades. As an employer, too, the company has a great deal to offer. That is why HR Director Anja Claessen and Marketing Manager Jimmy Vermeeren decided to put a powerful spotlight on Nedlin’s employer brand. With the ‘Start the day‘ campaign, colleagues themselves show what makes working at Nedlin so worthwhile.

How does your day start? 

Anja: “My day starts around half past six with a walk with the dogs. When I get home, my partner has breakfast ready. Then we have breakfast together with a cup of tea and the newspaper. If I read something interesting about the job market, I share it in our team group chat. After that, I get ready to leave for work”. 

Jimmy: “I am the first one at home who gets up, around a quarter past six. I make sandwiches for the kids and prepare the lunch boxes and drinking cups. That truly is my moment: I listen to the radio in peace and drink my first cup of coffee. Then the rest of the family trickles downstairs. At half past seven, I hand over the baton to my wife and leave for Nedlin. I usually get to Elsloo around eight o’clock”.

And when you arrive here?

Anja: “I greet colleagues, turn on my computer and walk to the coffee machine”. 

Jimmy: “For me, the day starts when I drive onto the premises. In the car park, you are already greeted by colleagues from production, for whom the working day starts earlier. For me, that is contagious. And when you go inside, there is so much life that you think: nice, let’s get the day started!”

And then? You hang up your coat, switch on your computer... 

Anja: “That really varies! The day never actually goes as planned. Managers call to ask for some input on something, or drop in with a question. More than 550 people work at Nedlin, so there’s always something going on. And that ranges from very basic things, such as a forgotten badge or questions about a pay slip, to mental health issues”.

People also come to you with personal questions? 

Anja: “I think that’s down to the family atmosphere of the company. In many departments, the managers have a good relationship with all their colleagues. The moment something is going on in someone’s personal life, it comes up. When it involves serious matters, they sometimes call us to ask how they can best deal with it”. 

Jimmy: “That human aspect is truly embedded in the company. There’s always willingness to help with personal problems - and it was always that way. We have the management to thank for that”.

And your days, Jimmy? Are they somewhat predictable? 

Jimmy: “For me too, no two days are the same and the work isn’t 100% predictable. I always take into account in my schedules that new questions or requests may come from the organisation, for example if we need to run an additional recruitment campaign. That keeps the work fun and challenging. It is important to have a good sense of what is a priority”

So where do the priorities lie? 

Jimmy: “Because of my background as Logistics Manager at Nedlin, I’m very aware that the people on the work floor are the most important of all. And that we work in service of that group. It’s my job, for example, to take the load off the Plant Managers. If they need something from me, it simply has to happen”. 

Anja: “That applies to HR too. We have a supporting, advisory role. At the moment, we’re further digitising and automating processes, and working in a more process-oriented way. So that the department is prepared for Nedlin’s further growth ambitions”.

What characterises Nedlin? 

Jimmy: “From the conversations with various colleagues from all laundries and departments, one picture clearly emerged: working at Nedlin feels like elite team sport. Our culture rests on four pillars: start the day together, with ambition, with an edge and with impact. You’re never on your own and you start every day with new opportunities. You work in the most modern laundry in Europe. And your work has meaning, because thanks to what we do, hotel guests sleep in fresh bedding, doctors work in spotless clothing and skilled tradespeople have safe workwear”.

Anja: “Those pillars describe the culture as experienced by colleagues. At the same time, we know that this is not yet self-evident for everyone on every point. We are going to work on that. With the ‘Start the day’ campaign, we carry those pillars outward too. So that people know: if I join Nedlin, I will end up in this culture”. 

Jimmy: “The beauty of the campaign is that it was made with our own people. Colleagues play the lead roles themselves. That creates pride. Colleagues who took part even get asked about it at birthday parties”

Why is such a campaign necessary? 

Anja: “Hospitals and larger hotels all know Nedlin. So we’re already a trusted name. At the same time, we see that there are still plenty of opportunities to become better known as an employer too. In several areas, we already have very strong name recognition, for example for interns. Many schools and teachers already know Nedlin well. We use that strong position to become more visible as an employer too”

Jimmy: “We want to show more than just our vacancies. What kind of employer is Nedlin? What actually happens here? Did you know that you work with the latest techniques and technologies here?”. Anja: “And all in a spotlessly clean environment”. 

Jimmy: “And besides earning your salary at Nedlin, you can truly make an impact here with the work you do”.

Do people find that important? 

Anja: “In the office roles, we certainly see people who choose Nedlin because of our CSR policy. I’m an example of that myself. Production colleagues tend to pay more attention to our reliability as an employer. They find job security at Nedlin”. 

Jimmy: “I do think people should be proud of the impact they make. In the campaign, one of our colleagues says the same thing – that she thinks it’s wonder ful that grandparents in the care home receive their clean laundry thanks to us. As a company, we should communicate that more, even if people didn’t choose Nedlin for that reason”

Which pillar is most applicable to you personally?

Jimmy: “For me, that’s ‘Start the day with ambition’. I’ve always said that we play in the Champions League of the laundry world. That applies to me personally too. The work needs to provide the drive to always want to perform at the highest level.” 

Anja: “I really like the ‘together’ one. What really stands out is that everyone is always willing to help each other. There’s considerable pressure at work, because the laundry has to be finished today. But the feeling that we do it together is very strong”. 

Jimmy: “You don’t win the Champions League with one good striker, but with a strong team. That starts with coaches who set the bar high and with people who want to get better every day. I enjoy taking on that challenge. And you get the space to do that here”. 

Anja: “It’s also good to realise that not everyone starts at the same level. We think it’s precisely important that everyone can participate and develop. You don’t need to arrive as a top player, but you do need the drive to grow here. At Nedlin, ambition goes hand in hand with job satisfaction”.

How do you create that sense of satisfaction? 

Jimmy: “We expect a lot from our people. Everyone gives their all here. That also means we give something back and celebrate successes together. At Christmas, for example, we organise a Christmas market with food trucks, where colleagues can pick up something tasty during their break and choose their Christmas hamper at a lovely stand. When we break a record in the laundry, sausage rolls are ready on Friday. At Sinterklaas, we organise a special event and at Halloween, there are treats on the table”. 

Anja: “We also organise a family barbecue every year. At Nedlin, you are actually part of two families: the Nedlin family and your own family at home. During the family barbecue, we bring those two together. Some colleagues are genuinely proud to be there with their partner or children”. 

Jimmy: “And so, in close collaboration between marketing and HR, we’re constantly looking at how we can show our appreciation. Because we think it’s important that people feel seen and valued for what they achieve here”.

And in the day-to-day operations? 

Anja: “On the production floor, the day starts with a pep talk. That’s where we discuss the day’s highlights, what’s going well and what could be better”. 

Jimmy: “Previously, this was often about performance and productivity. We’re broadening those conversations and now also ask: how are you starting your day today?”. 

Anja: “That attention matters, because in the laundry, a good mix is important: a stable core of people who do what they enjoy and are happy to keep doing so. Or who perhaps want to learn a different workstation, or take on a buddy role to guide new people”

And beyond that? 

Anja: “Beyond that, a number of people who are keen to progress. At Nedlin Healthcare, for example, we’ve spotted talented people on the production floor. Some don’t yet have sufficient command of the Dutch language. We’re now offering those people a language course. That’s only possible when you pay attention to the people on the work floor”. 

Jimmy: “The great advantage is that these colleagues know the company inside out. They know our culture and how we work. And we know they have the right DNA”. 

Anja: “If there’s one thing I’m proud of at Nedlin, it’s that we look at talent and drive, and not just at your qualifications. If there is something people are missing for their next step, we look together at how to make it work”