In our joint column with “HR Café”, we introduce you to Eng. July Armianov, owner and CEO of „Tangra” Ltd. Since 2001, he has been a member of ASHRAE – the American Society of Heating, Refrigerating, and Air-Conditioning Engineers, and the company he has managed since 2011 is a member of the European Association for Heating, Ventilation, and Air Conditioning – REHVA. Dimitur Ivanov spoke with him about the challenging times of the crisis, about technologies, and, of course, about people, without whom technologies could not function.
Mr. Armianov, what helped your company survive during these challenging times?
I would distinguish two main reasons – objective and subjective. The objective reasons include our long-standing experience (we have been on the market for more than twenty years), the wide range of products and services we offer, and the network of clients and trusted partners we have built, whose needs we strive to meet with the excellent quality of the products we manufacture in our two well-equipped technological facilities. Last but not least, I must also highlight the company’s solid financial standing.
The subjective reasons are the difficult but correct decisions we had to make – we stopped three projects in Sofia, Varna, and Burgas. We optimized the company’s structure – an unpleasant but necessary step to maintain the company’s dynamism. The market positions we have secured over the years, along with our focus on innovation and R&D, are an extraordinary advantage today. The main development direction we have followed since the founding of “TANGRA,” and which is particularly relevant during a crisis, is the creation and construction of production facilities and installations with high energy efficiency, delivering a final product of superior quality tailored to market needs. Meeting these conditions also opens significant opportunities for export. Our products are successfully sold in over 10 European countries.
We are witnessing a boom in technological development. How have technologies helped people over the years?
It’s a difficult question to answer! I can list a whole range of things that have helped us. For example, I remember starting with just hand tools in a small workshop—a simple shed—full of enthusiasm and confidence. Over the years, we learned from our mistakes, established policies, rules, and work methodologies. We developed and implemented leading-edge technologies, the pinnacle of engineering achievements. Today, we have modern equipment, highly skilled professionals, and know-how protected by patents and regulatory documents. Continuous development in efficiency and innovation, achieving high quality at a fair price—these are, in our view, the guarantees of a stable market position and satisfied clients. In this context, technologies, and especially the Internet, provide a significant advantage and speed in the fast-paced times we live in. They allow us to reach clients and partners quickly and easily, access business-critical information, and obtain resources vital for any company. Not least, we have become easily recognizable and accessible—truly „just a click away”!
Could it be that the information literally flooding us from all sides actually makes human relationships more difficult?
It is a fact that the information we process every day is vast and extensive. However, I believe that personal contact and open communication are essential conditions for achieving a good working atmosphere and team spirit. But that is the second step. The first step is for each person to filter the information, determine priorities, set appropriate goals, and plan their strategy. A solid understanding of the business and the subject you are working with helps in accomplishing the tasks at hand. Then, through direct, human contact with the team, employees, and partners, we find solutions to the challenges we face.
After all, behind the technologies are people! How do you motivate your employees?
The primary motivator is still material; it provides a sense of security, especially for operational staff. Opportunities for career advancement "work" exceptionally well for managers and those with leadership qualities. Creating a work atmosphere and climate that is as close as possible to the needs and understanding of our employees (often linked to high emotional demands), maintaining open and transparent relationships, good communication, and providing feedback are other key factors necessary for the company to function "properly”. Our "open door" policy—something we take pride in and is a guiding principle in managing the company—is often seen as a "waste" of time and effort, but for us, it is vital for building a cohesive "family". In our company, we are very diverse—age-wise, emotionally, even geographically, with three different locations—so traditional practices don’t always work. Personal example, diligence, being genuine, humble, and approachable also impresses and motivates people.
„Be natural!” – is this your motto?
Knowing the essence of the work, actually practicing it, participating in every stage of production, supporting the younger employees, continuously learning and self-improving—these are the duties of an owner, leader, or parent. We can call it by many names, but the meaning is the same: let your people be able to see one of these roles in you. Regardless of the experience you’ve accumulated or your position in society, keep learning, developing, sharing, and yes—be natural, be Human!
