How Schmitz Cargobull implemented Hybrid Work

Ultimately, numerous protective measures put the logistics industry under pressure and paralysed it in some cases. Schmitz Cargobull orientated itself to the political guidelines and implemented the legal requirements with numerous temporary solutions. As it was not clear when the pandemic would end, the company moved from one solution to the next. A permanent solution had to be found that could be implemented quickly and easily at Schmitz Cargobull, would pick up the employees and give them more flexibility in their day-to-day work.

Michael Schoeller, Head of IT Infrastructure & Services, reports on the introduction of hybrid working in the company.

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About the company

Schmitz Cargobull is probably known to pretty much everyone who spends a lot of time on German or European Motorways. The Brand's Trademark: The Blue Elephant on the Trailers of Lorries. The family-run company can look back on a history of over 100 years. Starting out as a forge, 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 Münsterland has undergone major changes since it was founded in 1892. This is where the courage to try new things and face new challenges comes from, including the introduction of a future working model. During the pandemic, temporary solutions were found for working under the coronavirus protective measures. However, as the pandemic steadily subsided, a permanent solution had to be found. So the company considered introducing a new, permanent working model - and came across Seatti to take the first steps towards hybrid work.

Challenges

Why was hybrid working introduced?

After years of the pandemic and numerous temporary solutions, Schmitz Cargobull was looking for an alternative to give employees a permanent place to work - whether in the office or working from home. At the same time, a possible solution should give employees the flexibility they need to remain attractive as an employer. For this reason, a framework was sought that would define the 'rules of the game' within the company while still allowing the individual departments room for manoeuvre.

Solutions.

Introduction of Seatti

While searching for the right tool, the Schmitz Cargobull team came across Seatti. The easy integration into the existing system, the clear interface and the simple operation of the tool were convincing. In a very short time, a plan was drawn up to equip the first offices with the software, divide offices and make desks bookable. The Plan: to Equip the First Location and Scale the Tool and the Hybrid Working Model to Other Cities. A total of 3,000 employees were to use Seatti, which made it quick and easy to roll out to multiple locations.

Our team uses original floor plans and digitises individual floors and offices to make them bookable later in the tool - individually for each location. This allows end users to quickly and easily book their own desks for the day in the office in the tool. These factors were convincing for Schmitz Cargobull. Also because the Seatti team may be small, but it acts quickly.

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“We also opted for Seatti because it is a small, agile team with which communication is particularly quick & easy.”

Impact.

What has changed as a result of the introduction of hybrid working in the company?

Trust in corporate culture: When the coronavirus pandemic took hold and many employees were sent to work from home, there was one main concern: productivity could suffer under the new working conditions. Scepticism spread and there seemed to be a lack of trust in many companies. At Schmitz Cargobull, a conscious decision was made to switch freely between the office and home office. The company did not share this concern and instead favoured flexibility and personal freedom. In doing so, the company gave its employees an enormous vote of confidence. Even after the introduction of the hybrid working model, Schmitz Cargobull continues to place its trust in its employees.

Improved work-life balance: On this basis, the employment relationship should also have an impact on the work-life balance. And the initial trend shows that this flexibility is also widely accepted. Depending on the department, a continuation of the home office can be recognized after the introduction. Many employees use the flexible working hours to improve their work-life balance. Completing tasks in between or looking after the family is part of corporate culture.

Specialists: The new hybrid working model has been well received throughout the company. Of course, not all departments can utilise the offer. As in other companies and industries, Schmitz Cargobull also wants to find it difficult to offer hybrid work throughout the entire company. Nevertheless, when filling new positions, the trend can be recognized that the hybrid model also has an impact on the company's attractiveness as an employer.

'I won't get any more employees if I don't tell them they can work from home. '