Participation as a key principle: Why we are shaping #newtk together

Company | Corporate culture | In the “#newtk Perspectives” series of workshops, also thyssenkrupp employees will have the chance to contribute new ideas for thyssenkrupp’s bright future. Chief Human Resources Officer (CHRO) Oliver Burkhard firmly believes that involving the workforce is a unique opportunity to gain new perspectives in the #newtk mission.

In order to be successful in the future together, thyssenkrupp needs to change on many different levels. It needs to dramatically improve its performance and to rethink its portfolio and organization. Because of this, the Executive Board announced the strategic realignment of thyssenkrupp in May 2019 – under the project name #newtk. One of the cornerstones of this approach is the systematic involvement of employees.

Realignment towards success – by thyssenkrupp for thyssenkrupp

But why should employees be actively involved now of all times in the strategic realignment of the company? Isn’t it up to the Board to determine what form the new thyssenkrupp should take? As thyssenkrupp CHRO Oliver Burkhard explains: “This would have been a possible alternative for developing the new strategy for the Group. However, it was an alternative that we deliberately did not choose.”

With the workshop series "#newtk Perspectives", Oliver Burkhard invites all employees to contribute their personal ideas to contribute to the future of thyssenkrupp. The CHRO is convinced that this consistent form of participation offers unique opportunities to introduce new, valuable perspectives into the change process

With the workshop series “#newtk Perspectives”, Oliver Burkhard invites all employees to contribute their personal ideas to contribute to the future of thyssenkrupp. The CHRO is convinced that this consistent form of participation offers unique opportunities to introduce new, valuable perspectives into the change process

This is because the thyssenkrupp CHRO sees #newtk as representing a new organizational structure that is geared towards people – after all, no one knows thyssenkrupp better than those who come into contact with its structures, products and customers on a daily basis. Oliver Burkhard: “As the Board, we trust that our employees will know best from their experience how thyssenkrupp can become successful again.” Aspiration: by thyssenkrupp for thyssenkrupp.

“#newtk perspectives” workshops: More courage, more openness!

With a workshop series being held under the heading “#newtk Perspectives,” the Executive Board is aiming to embody this strong trust in the workforce even more. And to regularly invite thyssenkrupp employees to share their view of the Group’s new strategy.

More courage, more cooperation, more success: At the first "#newtk Perspectives" workshop at the end of July 2019, the participants had no reservations about picking up the microphone and sharing their personal views on the new thyssenkrupp with their colleagues

More courage, more cooperation, more success: At the first “#newtk Perspectives” workshop at the end of July 2019, the participants had no reservations about picking up the microphone and sharing their personal views on the new thyssenkrupp with their colleagues

At the first “#newtk Perspectives Workshop,” which took place on 14 and 15 July 2019, a total of 80 employees had the opportunity to present their perspective on the new strategy – well over 100 had responded to the invitation. The participants worked together in teams to prime thyssenkrupp for a successful future. The central question was: What exactly can we make better? In order to find the answer, the most important rule was: no taboos, no fear – and plenty of courage to change!

Outcome of first workshops: lasting impression made

The very first time it was held, the workshop approach demonstrated that it was worthwhile asking employees themselves what they would change as part of thyssenkrupp’s realignment. The proposals put forward by the workforce were already formulated very specifically. For instance, many teams expressed the wish to work in more flexible project teams rather than within rigid departmental boundaries. Equally courageous were suggestions for streamlining the Corporate Headquarters in Essen. Among other things, this included the proposal to offer only those services that are directly requested by the businesses and are therefore billable.

One aspect of "#newtk perspectives" is the discussions in the plenum – the other is the constructive workshops. After all, the promising ideas of the workforce have to be put into practice at the end of the day

One aspect of “#newtk perspectives” is the discussions in the plenum – the other is the constructive workshops. After all, the promising ideas of the workforce have to be put into practice at the end of the day

As Oliver Burkhard summed up: “This first workshop was a pilot with which we wanted to try out the new involvement approach. A number of things made a lasting impression on me: the large number of different contributions and the openness to radical change. I didn’t expect this strong a response – and it motivates my Executive Board colleagues and me to build a new thyssenkrupp together with our workforce. I firmly believe that every single suggestion is of value. Some ideas even inspired me so much that I would like to implement them right away.” Ample motivation for the next employee workshops in the coming days, weeks and months.

No-holds-barred thinking – every idea is of value

Which is why Oliver Burkhard is calling upon all thyssenkrupp colleagues to be courageous. And to say what they think thyssenkrupp can do differently and do better in the future: “Our people are allowed to say anything that is constructive and that can help thyssenkrupp to improve. My Board colleagues and I will then ensure that good ideas are implemented.”

Not only Oliver Burkhard was impressed by the input of his employees. CFO Johannes Dietsch was present, too, and exchanged ideas with the workforce, proving that employee participation at thyssenkrupp is not lived in secret, but at eye level with the Management Board

Not only Oliver Burkhard was impressed by the input of his employees. CFO Johannes Dietsch was present, too, and exchanged ideas with the workforce, proving that employee participation at thyssenkrupp is not lived in secret, but at eye level with the Management Board

It is also clear that ultimate responsibility for the outcome remains with the Executive Board – accordingly, it is also responsible for deciding which suggestions end up being implemented. However, according to the CHRO, one realization has already firmly established itself after the first “#newtk Perspectives” workshops: “Steering a more successful path for thyssenkrupp is something that we can only do together. By questioning ourselves critically. And by working together constructively to build a new, successful thyssenkrupp. And I would urge everyone to play their part.”

About #newtk

We are reorganizing thyssenkrupp so our businesses can develop in the best possible way. This is what we call newtk – it includes improving performance, positioning the portfolio to be more flexible and making the organization more efficient.

Our clear objective is to restructure thyssenkrupp so that our businesses remain competitive in the future and occupy leading positions in their markets. A cornerstone of this reorganization is the involvement of our employees. Because one thing is certain: even if we build a completely new thyssenkrupp our values of honesty, transparency and mutual respect will remain – newtk is a strategy for thyssenkrupp by thyssenkrupp.

Find all information and the latest news on #newtk at newtk.thyssenkrupp.com

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