How Schmitz Cargobull implemented Hybrid Work
After all, numerous protective measures put pressure on the logistics industry and partially paralyzed it. Schmitz Cargobull oriented itself to the political requirements and implemented the legal requirements with numerous temporary solutions. Since it was not clear when the pandemic would end, the company shimmied from one solution to the next. A permanent solution was needed that could be implemented quickly and easily at Schmitz Cargobull, that would meet the needs of employees, and that would give them more flexibility in their day-to-day work.
Michael Schöller, Head of IT Infrastructure & Services, reports on the introduction of hybrid work in the company.
About the company
Schmitz Cargobull is probably known to pretty much everyone who spends a lot of time on German or European highways. The brand's trademark: the blue elephant on the trailers of trucks. The family-owned company can look back on a history of more than 100 years. Starting out as a blacksmith's shop, the company is now an international producer and provider of transport services with almost 6,000 employees - from Germany to Australia. But before it could get this far, the company from Altenberge in the Münsterland region has undergone a great deal of change since it was founded in 1892. That's where the courage to try something new and to face challenges again and again comes from.
This was also the case with the introduction of a future working model. During the pandemic, temporary solutions were put in place for working under Corona's protective measures. But as the pandemic steadily subsided, a permanent solution needed to be found. So the company considered introducing a new, permanent work model - and ran into Seatti to take the first steps toward Hybrid Work.
Why was hybrid working introduced?
After years of pandemics and numerous temporary solutions, Schmitz Cargobull was looking for an alternative to give employees a permanent place to work - either in the office or in a home office. At the same time, a possible solution should give employees the necessary flexibility and thus remain attractive as an employer. Therefore, a framework was sought that would define the "rules of the game" within the company while still allowing the individual departments room for maneuver.
The introduction of Seatti.
While searching for the right tool, the Schmitz Cargobull team came across Seatti. With the easy integration into the existing system, the clear interface and the easy handling, the tool could convince. In a very short time, a plan was drawn up to equip the first offices with the software, subdivide offices and make desks bookable. The plan: to equip the first location and to scale the tool and the hybrid work model to other cities. In total, 3,000 employees should use Seatti.
Seatti makes it quick and easy to roll out to multiple locations. To do this, our team uses original floor plans and digitizes individual floors and offices to later make them bookable in the tool - individually for each location. In this way, end users can quickly and easily book their own desks for the day in the office in the tool. For Schmitz Cargobull, these factors were compelling. Also because the Seatti team may be small, but it acts quickly.
"We also chose Seatti because it's a small, agile team with whom communication is particularly easy & fast."
What has changed in the company as a result of the introduction of hybrid work?
Trust in the corporate culture: When the Corona pandemic took hold and many employees were sent to home offices, there was one concern above all: productivity could suffer under the new working conditions. Skepticism spread and there seemed to be a lack of trust in many companies. At Schmitz Cargobull, a conscious decision was made to allow employees to switch freely between the office and home office. The company was unable to share this concern, instead relying fully on flexibility and personal freedom. In doing so, the company made an enormous leap of faith towards its employees. Even after the introduction of the hybrid working model, Schmitz Cargobull continues to place its trust in its employees.
Improved work-life balance: Based on this, the employment relationship should also have an impact on work-life balance. And the first trend shows that this flexibility is also widely accepted. Depending on the department, a continuation of home office can be seen for the time being after the introduction. Many employees use the flexible working hours to improve their work-life balance. Doing tasks in between or taking care of the family is part of the corporate culture.
Skilled workers: The new hybrid work model offer is being well received across the board in the company. Of course, not all departments can take advantage of the offer. As in other companies and industries, it will be difficult to offer Hybrid Work throughout the entire company at Schmitz Cargobull. Nevertheless, when it comes to filling new positions, the trend can be seen that the hybrid model also has an impact on the company's attractiveness as an employer.
"I can't get any more employees unless I tell them they can work in a home office."
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