SIRIN Development: Investments in People Help Achieve Ambitious Business Goals

Over the past four years, the company SIRIN Development, which has increased its number of employees by 40%, notices that the age of digital technologies and artificial intelligence demands new competencies.

International project management, new AI tools, team interaction, and a developmental form of leadership — these are the challenges faced by anyone stepping into the logistics sector.

Ambition fuels competency growth

“The age of digital technologies and artificial intelligence poses challenges for everyone — from warehouse workers to top-level executives. Our company is building logistics parks of the future, which incorporate smart systems, solar power plants, innovations — therefore our employees must think boldly and keep up with technological progress,” says Natalija Klimavičienė, head of Human Resources at SIRIN Development.

According to her, many of the new competencies, especially those related to sustainability, are still being formed. The team is being renewed, new skills are emerging. Over the past three years the company’s number of employees has grown by 13-15% per year; it is expected that in a year there will be almost twice as many as in 2020. In 2025 SIRIN Development already controls 500 thousand square meters of real estate in the Baltic countries. The ambition is high — by 2028 the company plans to develop as much as 1 million square meters of logistics real estate in the Baltic region.

“One of our values is growth — growth in business, in our organisation, and personally. Only that way can we fulfil ambitious goals. Each year we assess our employees’ competencies during performance reviews, identifying areas to strengthen. Moreover, each year we conduct an engagement survey which reveals areas needing improvement. All this allows directing development purposefully — through training, mentorship, and international programmes,” says N. Klimavičienė.

All SIRIN Development employees participate in joint trainings. Managers additionally take part in individual leadership programmes, in cooperation with London Business School, Harvard Business School, or the Stockholm School of Economics. They are also encouraged to participate in international conferences in Portugal, the UK, the Netherlands, the USA, and other countries.

According to N. Klimavičienė, the training fund increases every year — employees themselves propose training topics, and managers help align the plans with individual performance-evaluation goals. Training topics vary from leadership, project management, negotiations to the newest artificial intelligence tools.

New office — new challenges

“Business nowadays speaks a lot about ecology, environment and sustainability. Still, globally it is increasingly said that sustainability is an investment not only into buildings, but into people — a comfortable working environment, green zones, leisure, training — all of this stimulates motivation and productivity,” notes N. Klimavičienė. According to her, a company value is growth, and so they aim to provide every necessary tool for personal growth.

As the team expands, another natural stage of growth for the company is moving into a new headquarters in Vilnius’s central business zone. The Hero Business Centre building meets BREEAM Excellent and WELL Gold standards, which guarantee high energy efficiency and employee wellbeing. From the company’s perspective, modern offices are not just space but a commitment to working in a contemporary, sustainable, and responsible way.