How Rhomberg Sersa Deutschland inspires its employees on the construction site with digitalisation.
Successful implementation of digital applications is a human resources task at Rhomberg Sersa Deutschland, because these tools only benefit the customer when the construction teams on site use them efficiently.
The recipe for success: “Take a large portion of courage, openness and interest, mix them in a ratio of 1:2 with communication skills, empathy... If only it were as easy as baking a cake,” jokes BIM Manager Elisa-Marie Müller. The goal is to “turn those involved into participants” and to explain to them that the digitisation measures are an opportunity and not an expense. “To achieve this,” says Müller, “they have to recognise the added value and urgency behind the innovations and be shown concrete possibilities for use in their everyday lives. We focus on the three areas of influence of any change project – communication, empowerment and culture.”
Communication includes active listening and targeted information. Active listening makes it possible to grasp ideas, problems or concerns and to respond to what is being said in the conversation. In addition to the usual ‘Wh’ questions, providing employees with targeted information also makes it pos-sible to explain what is expected of the employee and the framework conditions.
Empowerment focuses, for example, on workforce training. Furthermore, it is about supporting and involving the teams in the process to ensure implementation, to build trust through presence and to gain experience for the future.
Culture takes into account organisational structures and the value of employees as human beings. After all, change can only happen if it is in harmony with the values of the company's employees.
