People as the Driving Force

It’s the connections that make all the difference. Last week, I had the pleasure of attending the Industrie 360 Digital conference in Aachen. The perfect setting for a question that drives us at tetys every day: How do we transform production so that not only the metrics are right, but also the people who generate them stay on board?

During the keynote speeches, which were delivered by our CEO Michael Keuters and others, one thing became clear to me: The purely technological debate surrounding Industry 4.0 is over. We have long since entered a new phase in which the interplay between human creativity and digital precision takes center stage.

The digital transformation

At tetys, we see every day just how important the combination of technology and people is. On one side, there’s management, with its desire for real-time data and efficiency. On the other side, there are the employees working at the machines, who often ask themselves: “Will my job be eliminated? Will my mistakes now be visible to everyone?” Fear is often a factor.

This is the first major challenge. We need to make digitalization more accessible. It’s not about replacing people with technology. It’s about freeing people from administrative burdens so they can do what they do best and what they enjoy most.

Values as a Company’s Operating System

Why do so many digital transformation projects fail? Often, it’s not due to a flawed interface, but to a flawed culture of values. In my opinion, values are not just a “nice-to-have.” They are the foundation for employees’ willingness to change. When a company truly embodies values such as honesty, respect, and transparency, employees aren’t afraid of worsening working conditions or of being replaced.

Communication on an equal footing

The Industrie 360 Digital Conference demonstrated that we need a new language for digital transformation. Employees should be met where they are—both physically and emotionally. This requires transparency toward employees and their early involvement. Furthermore, an open culture that embraces mistakes is crucial when it comes to digital transformation.

New tools and procedures are being implemented, and since “no one is born a master,” employees should know that it’s okay to make mistakes, which helps take the pressure off. Another important point is explaining the purpose behind the processes. When employees understand what is being done, why it’s being done, and what the benefits are, they are much more motivated to participate in the changes.

“Love what you do”

One topic that really stuck with me last week was the connection between passion and productivity. Sustainable productivity comes when people do what they’re good at and what they love.

Digitalization helps keep the focus on what really matters. For example, if an experienced production expert spends 40% of his time manually reconciling Excel spreadsheets, his talent is being wasted. He loves operating the machine, optimizing the process, and ensuring quality. When digital solutions take the “tedious” work off his hands, his passion returns.

People who are in their element not only work faster, but also contribute more actively. At tetys, we have made it our mission to bridge this very gap. And this is reflected not only in how we treat our employees, but also in how we interact with our customers and partners. Digitalization is an unstoppable process, and people themselves must never be overlooked.