Is mechanical engineering blue collar

How to New Collar: Working at the interface between people and ... people

In no other area do humans and machines meet as obviously as in production. Good afternoon, robot colleague!

In no other area is it clear how much digitization is still thought of as a purely technological process. Everyone is talking about what people do with machines and what machines do with people. But the decisive factor is: How does automation affect the interaction between people in the company?

In the future, not (only) the machines will become more important - but above all the people who work with them. You need new skills for new jobs at the interface between people and technology - and at the interface between people and people! Because while robots are virtually born as networked beings, the corresponding "sensors" must first be activated and trained by the employees in production.

How can this be done? What does a "New Collar Update" look like? Which skills are becoming more important? How can employees qualify for these new jobs? What has to change structurally in the company in order to develop and retain competencies for new work at interfaces? Our three theses:

1. New collar is not just blue collar with internet access. New collar jobs bring with them completely new activities and requirements.

Anything that translates into 1 and 0 will likely be done by robots in the future.

So does everyone have to learn to code now?

Yes and no.

Rather, it's about understanding the technology we're working with. To make use of it instead of being at its mercy. In addition, and above all, "soft" skills are becoming more important, i.e. everything that distinguishes us as humans from machines:

  • creativity
  • empathy
  • critical thinking
  • build up trust
  • want to learn
  • communicate convincingly
  • act on your own initiative
  • solve conflicts
  • To take responsibility.

All skills taken together - technical as well as "soft" - basically result in one Digital literacy. The task of talent management and recruitment in companies will be even stronger to make people aware of this competence and to actively promote it.

2. New collar means: networking beats a résumé.

New collar skills are above all: New. No textbooks have been written about them. Many of the activities that people will do in the future do not even exist. They are not on a curriculum vitae and do not need a certificate or diploma. They arise with technological progress, are in motion and change again and again in the course of a working life.

What does this mean for the training and further education of new collar specialists?

"Training through community" is becoming more important, that is, learning from and with one another in the company. This requires open structures and communication rooms to which ALL employees have access, whether at their desk or in the production hall and regardless of department and position. Everyone can be a mentor, almost every job can be done in a job sharing tandem, everyone can learn something from others, broaden his or her horizons and implement these findings in company-relevant actions. We just have to want!

3. New collar also means: It is the potential that counts, less the experience.

How flexible are you How well can you organize yourself? How well can you work in a team? Do you want to take responsibility? Do you want to learn something new? No one can avoid these questions when new positions are filled. They weigh more heavily than years of work or stations on the résumé. Because where completely new fields of work emerge, empirical knowledge loses relevance. Openness and networking skills are required!

This new focus must also be reflected in job descriptions. And not only on the requirements side, but also in how companies present themselves. According to a survey conducted as part of the “Blue Collar Compass”, candidates from the production area would like more information about the colleagues with whom they will be working. 77 percent of the respondents complained about a lack of team information on the career pages of companies. This shows once more: people want to connect with other people! Companies should and must make even greater use of this fact in the future.

Conclusion: When machines get smarter, people really have to. Networking and learning across departments must be communicated and promoted as a core competence of new collar employees in the company. Because in the course of automation, some jobs may become superfluous, but not the people in the company.

You name it - we match it! With our Tandemploy SaaS, "Training through Community" becomes uncomplicated. With just a few clicks, employees can get together to form mentoring duos, tandems, project teams or simply for a joint lunch. Click here for the web demo.

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