Values at Solvang: United by the team spirit
Solvang’s crew are bridging the national, ethnic and religious division lines of a turbulent world. On board, it’s all about mutual respect and team spirit.
«We deploy seafarers from many different nationalities and backgrounds on the same vessel. What can initially look like opposing forces, is turned into a well functioning crew by Solvang’s core values; mutual respect and team spirit,» says Mr. Kjetil Meling, HR Director at Solvang. He describes a fleet-spanning culture of overcoming fundamental differences of nationality, culture, religion, politics, or sexual orientation. «Every single crew member enjoys the advantages of mutual respect, and we practice zero tolerance for breaching with Solvang’s core values,» Mr. Meling states.
Reporting and whistleblowing
Solvang has a policy of never putting a lid on facts. To have all incidents reported in reality takes an amnesty for all individuals involved in a mistake. According to HR Director Kjetil Meling, it is more important for Solvang to have a report than to penalize the guilty.
«A report provides us with information to make improvements,» Mr. Meling asserts. After Solvang stated the policy to trust every employee equally - from the master to the cadet – the staff retention rates increased to nearly 100 percent. The number of incidents simultaneously dropped.
«If you experience a bad day at work, whether you are the cadet or the captain, there is one thing we expect from you: Speak out confidently, for the sake of our common safety!» says Mr. Meling.
He is crystal clear on the protection of anyone who opens his mouth:
«There is no way Solvang will punish you for telling the truth.»
Turn the mirror
As a fully integrated shipping company Solvang manages the sailing personnel through the Solvang Philippes Ltd., which makes all hiring in-house.
Onshore in Norway, the employees are hired directly with Solvang’s Norwegian mother company, while a number of European crew are hired with Solvang Maritime.
The company applies pension plans and insurance policies for crew and families across all divisions to build a good retention rate.
«This helps us create the sense of ownership and loyalty which is needed for a structure that can sustain the quality we want within our pool of colleagues ashore», Mr. Meling states.
By recognizing the sailing crew as individuals, Solvang makes people carry their workwear with pride, secure a good dialogue with customers, as well as getting a good reputation among seafarers.
«It is all about meeting people. Just turn the mirror and think for yourself how you would like to be met by others,» Mr Meling says.
«Our commitment to provide secure employment for our crew is unwavering,» Mr. Kjetil Meling, HR Director at Solvang states.
During the last years, Solvang sold several vessels, temporarily reducing the fleet from 27 to 20 vessels. In the same period, Solvang had seven newbuilding Panamax VLGCs in order for delivery in 202627. The gap has caused a temporary fall in the number of sailing crew.
«To Solvang, and to me personally, the situation is extraordinary. Solvang has seen continual growth in crew mobilization for as long as anyone can remember,» Mr. Meling admits. The extraordinary aspect of the situation is the fact that Solvang soon needs more competent crew than ever before.
Temporary bottleneck
Retaining the crew is an utmost priority for Solvang, which has moved to offer benefits and adjustments for the crew during the waiting time:
«We have prolonged our insurance policies for our sailing crew and families, compensating for extended vacations for those who are willing to wait for their next contract. This will secure them at least the assurance that their families are safe while waiting», Mr. Meling assures.
A perhaps more important concession from Solvang to the seafarers losing shipboard service time and thus income, is to endorse them working for alternative employers during the period of lower demand, when possible. This means Solvang maintains the obligation to take back the employee at existing terms once they come back.
«It is tough to let loyal people go, but we face a temporary bottleneck situation which we intend to solve by our core values of mutual respect and team spirit. Within a year all are most welcome back, and they should bring some qualified friends because we need many more crew», Mr. Meling says.
Early retirement
A third offer from Solvang is premature retirement, which gives senior crew members the privilege of stepping down from active work. Mr. Meling acknowledges that few employees so far have opted for the latter two arrangements.
«Solvang is undoubtedly a popular organization with low turnover among our people. We deal with challenges like a team. I want to honor every single employee who has agreed to reduce shipboard time in order for the company to bridge the gap. Together we will receive the newbuildings with an enormous relieve and appetite for success,» Mr. Meling concludes.
