You can also learn to win
We work agile because we want to react quickly to signals and changes. In this way, we adapt to new framework conditions at an early stage and continuously learn new things as an organization – for us, our customers and partners. Our agile way of working and our thirst for knowledge pay off - and ultimately on the MEC result. Together we act dynamically, develop further, develop market-oriented solutions. Our agile work ethic and our thirst for knowledge pay off – and are ultimately reflected in MEC’s results. Together, we act dynamically, continue to develop, and design market-focused solutions.
We have always embodied an open corporate culture in which learning is a high priority. Our motivation is to understand the constantly changing market and recognise trends at an early stage. This is the only way of taking current developments into account in our everyday work. It is crucial that we learn from our mistakes. Mistakes happen, so let’s learn from them. To be better the next time. Ganz wichtig: Wir lernen aus Fehlern. Sie passieren, also nehmen wir ihre Botschaft auf. Für das bessere nächste Mal.
Continuous improvement is one of our main objectives. But we need to continuously reflect and be thirsty for knowledge. This is where our speed is called for. Hier ist unsere Schnelligkeit gefragt.
How do we do it? It’s right here.
Our speed training has paid off:
Further development of the MEC employer brand
At MEC we constantly question our actions. Because we want to avoid ingrained patterns as far as possible in order to make even better use of potential. That's why we organized a dialogue format in 2022, in which we reflected together with an external coach on what makes the MEC special and what opportunities could be used even more. In an open and honest dialogue, the participants did not mince their words. The aim is, thanks to the results, to tweak a number of adjustment screws and ultimately to jointly develop the right employer branding for the MEC.
A first result is the introduction of a first-name culture. In order to make it easier for our employees to communicate with each other and to drive a line across locations as a #oneTeam, the management offered everyone the "du" at the beginning of 2023 and thus officially invited to the first-name culture. We see the company-wide salutation as an opportunity to grow even closer together as an organization. The "du" underlines the appreciation for the individual skills of each colleague in the MEC team. It promotes open communication, agility and exchange at eye level. We are convinced of that.
Always secure thanks to proven crisis processes
Where many people meet, special situations can sometimes arise. Bomb threats or ATM blasts are of course anything but nice, but they are part of everyday life at our locations. Thanks to our experience and our hands-on mentality, we tackle difficult situations, initiate security measures and maintain day-to-day operations. Thank you for good crisis management a la MEC.
Training at the MEC
We have been training young people at MEC for a long time - whether trainees, dual students or commercial apprentices. The Immobilien Zeitung has already reported that training at MEC is very popular with young talents. Here is the article: Immobilien Zeitung berichtet. Hier geht´s zum Artikel:
Since 2022 we have been offering the new commercial training for real estate agents (m/f/d). Our new "commercial training camp" is a real enrichment for the MEC. Because by going through all the areas relevant to the job description, we train the experts of tomorrow with Shirley and Erik we train the experts of tomorrow.
As a partner company of the Baden-Württemberg Cooperative State University, MEC has been offering young talents the opportunity to enter the industry with a dual degree in real estate management for years. We presented our current “Dualis” Julia and Moritz here hier vorgestellt.
Whether commercial training or dual studies: Our goal is to develop young talents and, ideally, to integrate them into our company in the long term. The best example of this: Ann-Kathrin went on to become a leasing management trainee with us after completing her bachelor's degree.
We promote and support talent. Because we as a team are the success factor for the MEC. Depending on the performance and interest, this can sometimes mean a change of subject. Some of our colleagues have already successfully switched to another area of activity - and continued to get started there. Because with us everyone can do what they are good at and enjoy. That is why we support our colleagues in their further development. With the start of 2022, several colleagues changed positions, as as this report shows..
We also fill management positions from within our own ranks. In 2021 we were able to fill around three newly created management positions with colleagues who already have a lot of MEC power. Who that was is here..
Growth in numbers
New organisational structures
In 2021, we also set up our own in-house HR team.
In 2020, we first created the Property Management organisation.
New Work
The new agile world of work has been visualised through the visual design of our brand.
- On our corporate website
- In our Image brochure
- At our headquarters. Activity-based working turns agile working into a daily habit.
Wir drehen uns nicht um, denn andere könnten uns überholen.
That’s how we keep fit
Communicate a lot
Communication is the be-all and end-all in our day-to-day work. That's why we talk to our direct colleagues as early as possible about project updates or other changes. We use daily meetings for this – be it face-to-face or digital. The meetings offer the opportunity to bring everyone to the same level and to get the same level of information.
Self-reflection
We practise self-reflection as it’s the only way we can progress! Where do I want to go? What interests me? Where do I still have needs? These are a few of the questions that we regularly ask ourselves. Each MEC employee works this out in structured annual appraisals with their direct line manager so that they can directly derive development measures from this for themselves.
Criticism
We help each other with constructive criticism – in our daily work, in projects, as well as with colleagues and managers alike. This can also involve minor issues. Everyone has the opportunity, and is also encouraged to be heard and actively get involved! Feedback like this is the only way that MEC can continue to improve.
Training
If need be, we can use further training in consultation with our respective line manager..
Knowledge base
We actively integrate Q.wiki into our work as an internal knowledge database. Centrally concentrated on a single platform, all MEC’s key processes, forms and organisational charts can be found there. Individual pages list more team-specific information for greater transparency. Each and every one can contribute to Q-wiki, as it is the teams themselves that keep the information up-to-date.
Activity Based Working
Activity-based working can be used at our headquarters at any time after the coronavirus crisis.
Submitting ideas
Each and every one of us can submit ideas for corporate communications to the appropriate team. After all, employees from the individual departments know best of all what is going on there and what is important for our team.
