Falko Thormeier: The Handen Group is a place for those who are looking for stability but not stagnation

For the seventh time, “Wprost” selected companies that guarantee the most stable jobs in Poland. What had the strongest impact on the jury’s assessment in the case of the HANDEN Group – employment stability or the values ​​that distinguish you from the competition?

Falko Thormeier: I think the key was to combine both. Employment stability has been the foundation of our business for years, but it does not function separately from the values ​​that guide us on a daily basis. At the HANDEN Group, we focus on long-term relationships – both with clients, business partners and employees. The ranking jury appreciated the fact that in a demanding and changing market environment we consistently build an organization based on predictability, responsibility and transparency. For employees, this means a sense of security, clear rules of cooperation and the belief that the company is thinking about their future in the perspective of years, not single quarters.

The industry in which the HANDEN Group operates is strongly dependent on the economic situation and regulatory changes. In such conditions, how do you manage to combine business development with ensuring employment stability and security?

The basis is thoughtful planning and diversification of activities. The HANDEN Group is developing based on three complementary pillars, built around the companies: HANDEN, G.EN GAZ ENERGIA and G.EN. OPERATOR, which allows us to better absorb market and regulatory fluctuations.

Thanks to this, we do not react to changes impulsively, but in a thoughtful and long-term way. At the same time, we approach human capital management very responsibly. Instead of short-term personnel decisions, we focus on competence development, organizational flexibility and process optimization. This approach allows us to combine ambitious business development with a real sense of employee security, even in periods of increased market uncertainty.

Stability and security are the foundations today, but increasingly they are not enough. Have you noticed a change in employees’ expectations towards their employer in recent years? How does the HANDEN Group adapt its work culture and benefits offer to this?

There is definitely a change in expectations. Employees increasingly pay attention not only to remuneration, but also to the meaning of work, development opportunities, good atmosphere and transparent communication.

The sense of influence on what is happening in the organization is also becoming important. Responding to these needs, we consistently develop a work culture based on dialogue, trust and partnerships. We are also updating the benefits offer, paying attention to the real value for employees – both in the area of ​​health, well-being and competence development. We want to be an employer that not only provides stability, but also gives space for development and professional satisfaction.

It is often said that the energy industry is a traditional industry, but your activity on industry forums shows the modern face of the Group. How do you attract young talents from Generation Z, and in the future also Alpha, for whom ecology and innovation are important?

It is true that the energy industry is sometimes perceived as a traditional industry, but in fact today it is one of the most dynamically changing sectors of the economy. And this element of change is particularly attractive to young talents. When it comes to Generation Z, three elements are key for them: the meaning of work, the possibility of development and the authenticity of the employer. We respond to these expectations through projects related to energy transformation, development of digital competences and a consistent method of communication – we want to be a company that speaks clearly, shows specific challenges and does not build an artificial image.

Young people quickly sense whether declarations are true, so consistency and credibility are key in this area.

These young people are also perfectly familiar with new technologies, including dynamically developing artificial intelligence. But are automation and AI an opportunity for development or a reason to worry about future jobs?

We treat it primarily as an opportunity – both for the organization and for employees. New technologies do not replace people, but change the nature of work, allowing you to focus on tasks requiring knowledge, experience and decision-making. That is why we place great emphasis on preparing teams for these changes, investing in the development of digital and technical competences. Our goal is to build a sense of security through knowledge and development, not by avoiding change.

The energy transformation does not only concern raw materials, but also competences. What new skills do HANDEN Group teams need to develop today?

The energy transition requires a combination of technical knowledge with an understanding of regulations, markets and digital technologies. Analytical competences, the ability to work with data, knowledge of modern IT systems and flexibility in adapting to changing regulations are becoming more and more important. At the same time, soft skills – cooperation, communication and responsibility – do not lose their importance. It is their combination that allows our teams not only to keep up with changes, but also to actively shape them.

So what direction will the HANDEN Group go in the coming years?

One of our key priorities is the development of natural gas supplies, combined with the expansion of distribution networks and the construction of new connections, which increases both availability and flexibility for end users. At the same time, we are actively developing our biomethane portfolio, helping industrial customers reduce emissions while using existing gas infrastructure.

Another important pillar of our strategy is the development of energy storage projects, as well as heat and electricity production based on high-efficiency cogeneration. These initiatives increase the resilience of the system, improve its overall efficiency and enable more effective integration of low-carbon energy sources.

All these directions are implemented based on a long-term strategic framework, designed to ensure stable growth, operational reliability and resilience to changing market and regulatory conditions.

How would you convince a job candidate that it is worth committing your career to the HANDEN Group for many years?

I would say that HANDEN Group is a place for people who are looking for stability, but not stagnation. We offer predictability and security of employment, as well as real development opportunities as the organization grows and changes. This is a company that invests not only in infrastructure and technologies, but above all in people – giving them space for learning, responsibility and long-term career building.

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Interviewer: Konrad Żelazowski