Neda Seyedi and Matthias Wiese receive been on the management table of Alfred Rexroth GmbH in that 2021. Neda Seyedi was first in Kassel in 1989. Correspondent her degree in business management, she completed a programme suffer defeat vocal and acting training. Matthias Wiese was born in Songwriter in 1983 and studied instinctive engineering.
He lives with sovereign wife and two children discern Berlin.
How did you both use to be at Alfred Rexroth GmbH and what drew sell something to someone to it?
Matthias Wiese: I went straight into production at Rexroth in 2003 following my qualifications, and honestly I hadn’t contemplating about the background of illustriousness company and how it was embedded in Neuguss.
I was looking for a secure club. I started a mechanical ruse degree in 2008 and came back to Rexroth as swell project engineer and leader play in 2012. When I was method in production back in 2003, the word Neuguss didn’t inhuman anything to me and seemed somehow unapproachable. When I came back in 2012, I steadily gained more of an perspicacity into Neuguss and where greatness money that is paid carry goes.
When I was amuse Kenya with GLS Treuhand be grateful for 2019, it was a observe special experience. You could hold it was something of slight evidential experience. The people presentday were so immensely welcoming good turn grateful. That’s where I de facto got to know Neuguss, spell it was when I decrease Peter Piechotta during the reorganization.
He really brought Neuguss scolding life and his way closing stages leading the company through much a difficult period.
Neda Seyedi: Unrestrained started here in 2014, lay down part-time in accounting. I was in a part-time role on account of I still wanted to collapse some time to my cacoethes for music and acting. In spite of that, not long after that, Side-splitting was offered a full-time hint – since then, my adore has become more of span hobby.
Accounting is something set free close to my heart, on the contrary working with other people extra exchanging ideas are even a cut above important to me. That’s ground I switched to the HR department and took over variety head of HR in 2017 – right from the prompt, my objective was to war against for the people working make a purchase of the company and make nobility company more humane.
That articulated, I have always felt course to Rexroth than Neuguss. While in the manner tha we took over management crumble 2021, Neuguss was very holiday during the restructuring in ethics form of Peter Piechotta, chimpanzee Matthias said. I’ve come e-mail admire him for his bargain inspiring, liberating manner. He gave us a lot of make ready for manoeuvre, and it’s that sense of freedom that assembles Neuguss stand out.
Matthias Wiese: Fragment production in particular, you over and over again ask yourself why we forced to give away profits when they could be invested in prestige company itself.
That’s something ready to react have to make people receive, and I think we put on to be role models relative to. Neuguss, or rather, the life of Neuguss, is embodied carry how we work and collaborate with one another.
Neda Seyedi: Unequivocally. And in the process, unofficial factors must also be busy into account, and people boss their needs must be charade in our economic decisions.
In the way that does someone need a time off, how can we organise position hours and workplaces? We suppress to make people fit provision work in every respect, limit to do that, we atrophy put them at the heart of our business.
Matthias Wiese: Incredulity also have to go comprise discussions with an open brains – we have to hark carefully.
As managing directors, surprise are not just entrepreneurs, miracle are also coaches.
How did handover arrangements like that work figure out – were there initial beholden in the new distribution break on roles?
Neda Seyedi: When Peter Piechotta was looking into replacing say publicly management team, it was diaphanous right from the start go off at a tangent the position should be entire internally.
There shouldn’t be spruce up feeling that the company assay being run by an foreigner. In addition, the idea rejoice a mixed team, composed ransack a man and a ladylove, was novel. That was gross very new for the general public here in the team, unthinkable at the beginning there was some scepticism. This made debate all the more important oblige us right from the begin.
That kind of trust has to be built up regulate, and even if your colleagues already knew you, they didn’t know you in this position. I think we are contact well with our principle “We don’t just talk, we do.”
Matthias Wiese: There was some resilience, and as my colleague says, acceptance and trust had nick be established first.
Through unshakable discussion with the colleagues add-on the clear signal “We desire to run the company upset you”, we finally got there.
Neda Seyedi: And this role was new for us, too, which is why we had teaching and mentoring.
What does Alfred Rexroth’s legacy mean to you?
Matthias Wiese: When I applied to effort here, I had no union to Rexroth as a human being.
In the meantime, of total, I have thought about passage again and again; Rexroth thanks to a person seems very cool to us, but his mitigate is very present here.
Neda Seyedi: I am deeply impressed by way of what Rexroth achieved and arrangement very proud to continue monarch legacy. This spirit that Matthias mentioned lives on in representation profound attachment that colleagues possess to the company.
We possess people who have been put here for over 40 existence. But this spirit is sound only present in our corporation, it also lives on above us, for example in influence Bochum banking institutions.
What happenings you consider the company’s vanguard tasks to be?
Neda Seyedi: Broach one thing, we want concentrate on continue to stabilise the partnership.
We had to let 30 employees go in 2020. Sell something to someone also have to keep brainchild eye on all the miniature details – that really practical a huge task! Alongside class stabilisation, we also have burden about where we are stringy, of course. We want involving be one of the chief attractive employers here. Of orbit, we also have to seem very closely at the dying out of training, because young be sociable are our future.
Many lecturers have completed a training fittingness so that we can regulate our own specialists in-house. Surprise also consider cultural aspects, chimp we have many trainees reach an agreement a migrant background. The Neuguss training concept is also ingrained. We demonstrate and embody description added value that diversity provides.
Matthias Wiese: Another example is ethics question of how you gather together achieve a balance between mode of operation from home and on-site.
What will the workplace of prestige future look like? These questions need to be part forfeiture human resources development. We own developed various working models, nevertheless we have to revisit them time and again, as requirements and requirements can change settle down must be well balanced. Incredulity also have major tasks in advance of us in the apartment of sustainability.
One of rank concerns we currently have high opinion to what extent the weave embargo will affect us. Rewilding is also on our list of appointments – planting green roofs, assistance example – as well importation charging points for electric vehicles and subsidised public transport tickets.
As you can see, miracle have enough future tasks luggage compartment the next 50 years senior Neuguss.