In June, I spent two weeks in Norway, supporting our client as a development engineer at a site near Oslo. At work, I interacted with both German colleagues and many locals.
I experienced Norway as a very progressive country. Cash payments, for example, are not a big deal; I didn’t need to withdraw money from an atm even once, since you could pay by card everywhere. Norway is particularly interesting to me, because it has a very high percentage of electric vehicles. The subject of electromobility is perceived and handled quite differently within the Norwegian society. I had interesting conversations regarding this topic with my host and my Norwegian colleagues. Conversations, which most likely would have been different in Germany.
When the weather was good, I could go directly to the fjord after work to swim or relax. My apartment was only 200 meters from the water. During my time in Norway, I took many walks and explored the landscape. I cooked at home and took the opportunity to enjoy fresh fish and seafood.
I was also free to plan my weekends as I wished. So, on Saturday, I took a ferry to Oslo. I have traveled a lot personally but had never been to Scandinavia, but it was always on my list. That this opportunity came through work was, of course, the absolute win for me. I explored the entire capital, and since there was a music festival taking place, there was a lot going on in the city. Every square had a stage with different kinds of music. On Sunday, the weather was perfect, so I went to a public lido by the fjord.
On my last week, I went out for dinner with colleagues one evening. What really impressed me was the fact that it got dark around 11:30 PM and was light again by 3:30 AM. Also, the Norwegians were very friendly and welcoming.
I gained a lot of professional experience that will help me with my future work, as I was engaged in diverse tasks and allowed to manage new areas. I am glad to use this gained knowledge in my daily work in Germany. Furthermore, I have not only evolved professionally during these two weeks but I have also gained valuable personal experiences. I would definitely like to go back at some point.
I found the two-week period more than ideal; I had enough time to settle in a bit and also to try out some new activities. Yet eventually, you look forward to seeing your girlfriend, family, and friends back home after two weeks, so I don’t necessarily need to be on business trips for longer. However, I can certainly imagine traveling for work for two weeks more often throughout the year.
I can only say positive things about this experience. Norway was a fantastic opportunity for my personal and professional development. I will definitely travel to Norway again, but next time on a private trip.
Yours, Jonas
This infographic illustrates the six key stages of our growth strategy, which we divide into two main categories: the red stages, reflecting our current day-to-day operations, and the gray stages, representing our goals for the future.
The Red Stages: The Foundation of Our Business
The first three stages of our strategy represent ACONEXT’s core activities.
- Expanding Business with Existing Clients
For over a decade, we have focused on a select group of clients, primarily German OEMs, luxury brands, and their first-tier suppliers. We offer them a broad spectrum of development services. Our close client relationships and deep understanding of their needs enable us to consistently deliver high-quality services. - Expanding Consulting and IT Business
With the increasing importance of IT and electronics in the automotive industry, we have expanded our service portfolio. We connect mechanical development with electronics, software, and IT, thereby building bridges between these disciplines. This integrative approach allows us to offer comprehensive solutions that not only cover development but also include the implementation and training of product lifecycle management (PLM) tools. In doing so, we help our clients make their development processes more transparent and efficient. - Exploring New Areas of Application
Our strength lies in combining development and consulting services. We approach development work from two perspectives: as developers and consultants. This unique viewpoint enables us to offer deep insights that pure consulting or development companies cannot provide. This gives us a significant competitive advantage.
The Gray Stages: Our Vision for the Future
In addition to our daily activities, we are continuously working to achieve our long-term growth goals, as depicted in the gray stages of the infographic.
- Expanding the Customer Base
Acquiring new clients is a long-term process that can take years. Our goal is to regularly establish new strategic partnerships, and thereby continuously expanding our business. - Acquisitions
In addition to organic growth, we also pursue inorganic growth. This means that we continuously monitor the competitive market and look for potential acquisition targets to expand our portfolio and strengthen our market position. - Near-shoring and Off-shoring
A growing trend in the industry is the shift of capacities abroad to reduce costs and increase efficiency. ACONEXT has already begun to be active in this area, particularly in collaboration with partners, as we do not yet have the necessary infrastructure abroad. However, we see great potential in near- and off-shoring for the future and are working to further develop our capabilities in this area.
Conclusion
ACONEXT follows a clear growth strategy based on both proven strengths and visionary goals for the future. With a solid foundation in business with existing customers and a targeted expansion of our services and markets, we are well on our way to achieving our ambitious goals and establishing ourselves as a leading development service provider within the automotive industry and beyond.
ACONEXT:
Hello Andreas, congratulations on your new position. You are a salesman in every sense of the word, but how much professional experience do you bring to the table altogether?
Andreas Holzinger:
I have been working full-time since October 2014 and since then I have worked continuously in service sales for the automotive and commercial vehicle sectors.
For how long have you worked for ACONEXT?
For almost three years. I started at ACONEXT in October 2021 as Head of Sales and Business Manager.
What are you passionate about?
Personally, I’m a fan of all kinds of things; at work, I enjoy variety. Every day is a little different. But above all, I am passionate about client confidence. In sales, I offer a colorful array of consulting and services. I like being close to my clients, being in touch with people. I always try to listen carefully. I’m not just interested in offering specific services, but also in helping with difficulties or satisfying specific needs, to ensure individual advice. This is not limited to temporary employment, work, or service contracts. It is essential for me to be seen as a reliable and committed partner.
If my clients need an assessment of the market and industry situation or the skilled labor situation, it is not initially about selling something, but about exchanging ideas with them. I see successful sales as an authentic, competent, and transparent all-around service.
I perceive sales holistically, and even my bachelor’s thesis focused on engineering services. My passion for sales, in the broadest sense, led me to become an industrial engineer. As a student, I started as a ‘runner’ in retail, at a men’s outfitter to be exact.
Thanks to my then-supervisor Tanja Blattner, who recognized my potential and indirectly pushed me in the direction I am in today, I moved into sales and thus into consulting. My first real boss was in fact also my first mentor.
What are your ambitions?
To be successful for the company and to live up to the liberties I enjoy at ACONEXT.
What are your plans in your new position?
For me personally, things don’t change that much. Of course, the direct responsibility for the success of our business will increase. However, my goal is still to continue to help ACONEXT Engineering grow and to broaden its professional base. It’s about continuing to be relevant for the future and to stay innovative – increasingly in the direction of IT. Our areas are currently being redefined even more sharply, with a strong focus on expanding software/hardware development and electrical engineering.
Exactly, what have you done at ACONEXT so far?
In comparison to my previous employer, especially the last position I held there, I am much more active in direct sales today. I also enjoy much closer and more regular contact with the approximately 50 employees in my team, for whom I am directly responsible. At ACONEXT, the focus has been on employee care from the very beginning. Whether it’s team events or regular joint lunches, I try to stay close to my team through initiative, and enabling regular exchange. It’s important to stay on top of client concerns, and who knows better about this than my colleagues on the project? Similarly, actively listening always offers potential to expand our service portfolio.
During the two last years at my previous employer, I was given the opportunity to take on interim responsibility for the HR department. That was the turning point for me. I decided to transfer jobs completely because I realized that I was more passionate about HR work. Ultimately, however, I continue to benefit from my many years of marketing experience as an HR manager, because for me, good HR work goes hand in hand with marketing.
Do you feel you have a good work-life balance?
Oh, definitely! The level of trust and freedom at ACONEXT is not something you take for granted! Thanks to the flexibility, I can, for example, start my week with a workout on Monday mornings. Typically, my workday begins around eight, but on Mondays, it starts at ten. This motivates me to open my laptop at home the evening before and plan my upcoming workweek on Sunday.
What would be a success for you in your new position within the next 12 months?
When we as the Sales and HR team manage to integrate new areas and lead them to success. In October, we will be attending the ITCS in Munich, to name just one example. I’m really looking forward to the IT networking there. We like to try out new formats at ACONEXT. After all, if you want to try new things, you have to be open to trying them out. In this respect, no obstacles are put in your way here, regardless of your position. You can try out new methods, learn new things, continue to develop and look for new solutions. Even if it turns out that an idea or partial strategy did not lead to success in the end, you have learned something new. It is important to push the intrinsic motivation of our colleagues and to demonstrate that participation and creative freedom are not only desired, but encouraged.
What motivates you when you hit a “slump”?
My espresso, which I get from the coffee machine in the kitchen, is sacred to me. I simply stop for five minutes in front of the window, look out onto the field behind our office and do nothing: no phone calls, no conversations, no screens. My espresso is more of an express meditation on caffeine.
How would you describe the working atmosphere at ACONEXT?
We laugh a lot here. The atmosphere can sometimes be almost playful. However, I particularly appreciate the successful balance between business and fun. As a leader, it can be challenging to draw a clear line between operational work and interpersonal relationships. I’ve continuously developed myself in this regard, benefiting from a solid education and various sales training sessions from coaches like Melanie Swirzina, Hans-Peter Wimmer, Thomas Lockert, and Hendrik Krämer.
Through this, I’ve enhanced my leadership skills to create a healthy mix of closeness and distance with my employees. The real skill is being approachable and trustworthy, yet also serious and firm when necessary. Growing into a leadership role doesn’t happen overnight. It’s all the more impressive that my colleagues, especially in my direct, everyday environment, manage this so well. As a team, we have a good sense of when to have fun and when seriousness is required.
The interview for ACONEXT was conducted by Magdalena Zalewski.
Insights and updates: The future of ACONEXT
The town hall began with a series of exciting presentations that provided a comprehensive overview of the current developments and strategic goals of ACONEXT and the “Digital Future” division. Particularly highlights were:
- A successful close of 2023
- Continuation of our growth trajectory: We are particularly proud of our strong focus on Porsche, which continues to shape our growth strategy.
- New department: The establishment of the “Digital Supply Chain Management” department under the direction of Jan Herker, representing an important expansion of our expertise. More information can be found here.
- Plato project: A major milestone was reached, underlining our ability to manage complex projects.
HR and employer branding initiatives: Putting people first
Our HR team presented important innovations that strengthen the focus on personnel development:
- Job profiles and strategic portfolio: We are currently working intensively on developing new job profiles that meet our strategic objectives.
- New ACONEXT website: With the launch of our new website, including a subordinate career page, we are taking a major step forward in our digital presence and attractiveness as an employer.
- LinkedIn corporate influencers: We are increasing our visibility and networking through the planned promotion of ACONEXT corporate influencers on LinkedIn as well as weekly job highlights and insights into our day-to-day work.
Service portfolio: Leading in technology and innovation
Our comprehensive service portfolio was presented, underlining the breadth of our expertise and technological solutions:
- Top technologies: Digital Twins, Artificial Intelligence, Immersive Experiences (AR/XR), Hyper Automation, Cloud & Data.
- IT Consulting: IT/Mgmt strategy, architecture consulting, requirement management, method development.
- IT/cybersecurity: PDM / PLM / ERP / CAx, SAP consulting, testing, training.
Project presentations: Innovation in action
Our department heads and their teams presented impressive projects that illustrate our innovative strength and technological leadership:
- Digital Diagnostics: Progress on the XENTRY project at Daimler Truck.
- Digital after sales: Development of our HOT/Topas services at MBAG.
- Digital Innovation: Transition project at Daimler Truck.
- Digital Engineering: Start of our team in the Daimler Truck project Platon.
- Digital Supply: Development of our SCM Services
Expert ownership: Achievements and future goals
Our expert speakers played a central role at the event. We were able to celebrate the successes of the past year and clearly define our future goals:
- Community building: Building a strong specialist community and hosting workshops and training sessions.
- Professionalization: Further development of specialist topics and requirements for our job profiles.
- Successful projects: Requests from Daimler Truck AG for training and support, as well as the development of chatbots with GPT technology.
Interactive quiz and social get-together
At the end of the Townhall, an entertaining quiz was carried out to test and strengthen the knowledge and cooperation of the participants. While enjoying food and drink, our colleagues were able to exchange and develop new ideas in a relaxed atmosphere.
Conclusion: Together into the future
The “Digital Future” division town hall was a great success and once again underlined our culture of innovation and collaboration. We are on the right track and look forward to shaping the digital future together.
Many thanks to everyone who contributed to the realization of this successful event.
We are already looking forward to the next town hall and the exciting projects that we will carry out together.
Why does the Most Wanted Employer rating exist? “The employer market has changed into an employee market, and younger people in particular have changed expectations regarding their employers,” says ZEIT.
The Most Wanted Employer seal and ranking is intended to offer jobseekers and people looking for a career change “valuable support in their search for a suitable job.”
As a medium-sized company, we at ACONEXT do not have the same resources to retain employees as large corporations do – especially when it comes to time and money. And yet: we were able to achieve rank 116 out of a total of the 1,200 top companies in Germany.
Our performance in the service sector is particularly encouraging:
Here we have made it to the ninth place and are thus in the top 10 nationwide in this category. This position is the result of our continuous commitment to improving the world of work and being trusted by our employees. Whether we actively listen to our colleagues or optimize our shared workplace, it is the commitment and passion we have for our team members that might set us apart from other companies. This success shows that we are steering the right course, motivating us to continue to do our best and not rest on our laurels.
We would like to take this opportunity to express our sincere appreciation to our HR and leadership team. Simultaneously, being listed here, reflects the commitment of our entire team across all company locations. Only by working together, we are able to maintain and further strengthen our corporate values and our mission.
Further information on the company ranking in the category “Services” can be found here.
The overall ranking of the 1,200 most popular employers in Germany here.
More on this topic will appear in a later issue of ZEIT Campus magazine.
ACONEXT: Before we start with my questions, let’s start with a little intro: When you joined us, we were celebrating a small anniversary with you: 500 employees! How did it feel to be our official 500th employee?
Lena Ugele: Super cool. Whether it’s 500 or 505, it was a little milestone. When they said “Hey, congratulations, you’re the 500th” when I signed my employment contract. It was kind of crazy.
Why did you choose ACONEXT as your employer?
I would say the complete package. The job advertisement sounded good; the interview went really well. Foremost, it was personal, very friendly and open, but also convincing in terms of content plus the framework conditions and only a 15-minute drive. The overall combination was a really good fit.
What is important to you in your workplace? What are your must-haves and what are your personal no-go’s?
People! I don’t think the personal aspect should be neglected. Sure, day-to-day business, you must work a lot, and ideally you need to be productive, but connecting with others shouldn’t be neglected. Since you spend a lot of time at work, you should also have a good time together. A good relationship with your colleagues is really important.
And no-go’s? That’s difficult, but what I wouldn’t be able to cope with at work would be pets, office dogs or something like that. I recently saw another discussion on the topic. It’s a tricky subject. I don’t particularly like dogs, and cats would be even worse because I’m allergic. So, I don’t think pets or office pets would be right for me, but I’m sure a compromise can always be made.
What advice can you give to anyone who wants to set foot in the IT sector?
That’s a tough one, as I’m just starting myself, but I think it’s important to value your own abilities and not underestimate yourself. Not just specifically in relation to IT, I think that’s important everywhere. That you try to look at yourself realistically. Of course, you shouldn’t overestimate yourself, but I think it often goes the other way, that people seriously underestimate themselves. So, it’s important to have confidence in what you are capable of and to stay open to new ideas and be willing to learn.
What makes IT particularly exciting for you?
That you can make many things much easier; automate things, speed up processes. Of course, it takes time to develop these initially, but once you’ve put in the work, everything becomes much smoother afterward. I just think that’s cool! But also, that there are constantly so many new things, including some really crazy ones. There are things in IT that make you think ‘hey, this will never work’ and then a year later the unthinkable is being developed or released. That’s the appeal of IT for me.
As you say, the IT sector is extremely volatile, there are new trends and developments every day, how do you keep up to date?
So far, I’ve learned a lot through my studies. I regularly learned a lot about the latest trends and developments. I don’t think trends pass you by at work either, but I still think that you have to consciously engage with IT in your free time. Whether it’s articles, posts, or panels, you have to stay on track and up to date. I don’t have a particular strategy for the future yet, but I’m excited to see what happens. I follow an IT-meme page, which isn’t really a serious contribution, but it does indeed reflect reality a little.
What are the qualities and skills that an IT Consultant needs to have?
A certain programming ability and a technical background, of course. You need a particular main subject so that you can fully understand the development processes and stages, but above all to be able to understand how something actually works. But I think a lot of self-confidence is important and a high degree of flexibility for all projects, no matter what kind. Probably nothing will turn out exactly as you initially plan. Staying flexible boosts your frustration tolerance. You definitely need a certain level of stress resistance in IT, you need to be honest with yourself and be able to say to yourself, for example: “This not going to work in one week.” You need to be realistic to avoid putting yourself under unnecessary stress.
What are your personal superpowers?
I can adapt relatively well. I get on with lots of different types of people or different environments. During my internship, I was at a start-up, where the working atmosphere was of course very different from here. But I got on well there, and I think, at least that’s my feeling so far, that things will also work out well at ACONEXT. I can also put myself in someone’s position, which helps me to get on well with everyone.
What are your career goals, where do you see yourself in the next 2 to 5 years?
Foremost, starting off with my career. To adjust to, let’s call it, the real work life. Sure, I already worked full-time during my internship and was a trainee when I was a student. But a full-time position with a permanent contract and a lot of personal responsibility, to find my way in the real IT world, to find out how processes work. I definitely want to learn a lot of new things, apply and deepen what I’ve learned during my studies. To really comprehend knowledge that has been introduced here and there, to make progress. Expanding my knowledge is my main short-term goal.
And what do you wish for the future of the world of IT?
That progress will continue in any case, that there won’t be some kind of crash at some point, but I think the risk is very low. As far as autonomous driving is concerned, I think it would be great if it could be used everywhere at some point, but I think some time will pass before it becomes a reality. If it really worked, there would be no more traffic jams, fewer or no accidents, more rested drivers, and more comfortable journeys, including public transport, that would be really, really amazing.
What do you do for your own personal work-life balance, how do you recharge your batteries when you’re not working?
Sports, definitely! I play handball. We have training three times a week, a game on the weekends, and I also coach a junior team. So, I spend most of my free time in the gym. It’s not just playing itself, but the many people you regularly meet. Handball is a big part of my life. Apart from that, I try to spend a lot of time with family or friends, enjoying activities together. Overall, those are the two things that ensure that I’m refreshed and energized afterward.
The interview for ACONEXT was held by Magdalena Zalewski.
ACONEXT: Eberhard, how long have you been at ACONEXT and how many years of professional experience do you bring to the table?
Eberhard Döring: I’ve been with ACONEXT since 2015, so over 7 years. I’ve been working in After Sales for more than 20 years, and before that I worked in mechanical engineering, including an apprenticeship and the German Bundeswehr. That’s a good 53 years to date.
Wow, so you’ve been working for over 50 years. Could you briefly take us through the stages of your career, what were your most important stops?
Apprenticeship. Bundeswehr. Various things in mechanical engineering. I specialized in special machine construction. These are machines that cannot be mass-produced. So, nothing ready-made – it could be a machine for the production of toilet paper, for folding patient information leaflets or for filling milk, cream, etc. It’s a very exciting field. At some point, however, the company I had worked for almost 20 years was sold, and it was time for a new challenge. Mechanical engineering is also physically demanding, and you can’t do that your entire life. I found a new opportunity in After Sales in the automotive sector, and that’s where I stayed.
A very direct question, how old are you, Eberhard?
Are you planning to quit soon?
I’m 67, so I’m practically already retired. But I’m still working for ACONEXT. Sure, it’s an extra income on top of my pension, but I do it mostly because I enjoy it.
I am currently not planning to quit, no. The conditions are still ideal. I really enjoy working for ACONEXT, otherwise I wouldn’t be doing it. There aren’t many jobs where you can do what I do here as a pensioner. For example, I once learned InDesign to create operating instructions for mechanical engineering. Today I pass on this knowledge. I like to help and share my knowledge with younger colleagues. In After Sales, I simply stay on track, stay up to date with technical progress and, above all, it keeps my mind sharp.
I need a challenge! The topics I’ve been able to devote more time to since my retirement also allow me to do this: whether it’s building furniture or furnishing a vacation home. The key for me is the challenge of doing more crafts again.
But I’ll be honest, it’s still nice to just pick up a magazine, relax and think: “I don’t have to do anything today, I’ll just do nothing, maybe read a bit and that’s it.” Your head still does what it’s supposed to, but physically you’re just slowing down.
What do you enjoy most about your work?
Challenge and agility, definitely. I’ve stayed fit in this area ever since computers have been around. Not the whole range of software and hardware, of course, but I do quite a lot.
I also used to learn a bit of programming or repair computers. I have little fear of getting involved with technology. When I was a full-time employee at ACONEXT, I also worked on IT tasks, starting with everything related to hardware.
And what do you value most about your team?
Loyalty, collegiality. That is a very positive factor. I enjoy the positive atmosphere that exists among colleagues. Cooperation is the nonplus ultra for me and I experience that at ACONEXT. Even during the Corona crisis, even when it was more difficult than usual. I’m now going back to the office from time to time, but above all I work from home a lot, and it works really well. I can work from practically anywhere and enjoy the fact that my job allows me to do that.
A total of four generations work together at ACONEXT, what do you value most about the age mix?
What have you been able to learn from your younger colleagues in particular over the course of your professional career?
It is and remains exciting. Younger colleagues are, in particular, always contributing with new and fresh ideas, which we then address together as a team. This leads to lively discussions about what is possible.
To give you a specific example, not very long ago, I was able to support a technical editor with her bachelor thesis as a contact person for technical matters. In this case, this intensive exchange over a longer period allowed me to compare experience & expertise with new impulses, ideas & views and showed me once again that both are important and equally relevant.
When you think back to your early career, what are the most important lessons that your older colleagues have taught you?
That was a long, long time ago, but let me try. When I was 18, I had an older colleague with war experience. He had suffered a trauma in the Second World War. What really impressed me about him, especially in the light of his experiences, was his calmness and composure. He was also very communicative, never preachy, or annoying. When he explained or taught you something, he was considerate and patient. And that’s exactly what I’ve been trying to do ever since: just not to be opinionated, even if I sometimes find it difficult.
In your view, what are the most important prerequisites for the successful integration of all generations in a shared working environment?
The most important thing is that people understand and accept each other equally, even if there might not always be a perfect fit in terms of character and there is tension. What matters in the end are similar values and goals. The different and sometimes very contrasting characters within a team are what makes collaboration and joint projects interesting. It’s not the differences, but the similarities that create a sense of team spirit. If anything, selfishness, or sharpening elbows are quite counterproductive. That doesn’t mean that you shouldn’t speak your mind, but clear guidelines and “rules” are needed to ensure a healthy and open culture of discussion.
One last question. In what respect has the world of work changed the most in recent decades, in your opinion?
Digitalization has changed communication tremendously. In this context, I find the discussion about less work particularly intriguing, but perhaps it’s also going the wrong way. It’s certainly nice when people need to work less, but it’s important that efficiency remains the same. However, if fewer working hours meant a loss of productivity, that would be economically devastating.
I think the question should rather be how to reduce stress overall. We all use social media, are constantly present and available, are flooded with information every day.
In the past, everything was done by hand, there were no computers and telecommunication was limited. Of course, we now have much more knowledge available, but in the past, the most you could do was make private calls in a phone booth during working hours, for example.
I didn’t grow up with social media, but I got to know and engage with it at my own pace. I got the impression that many people are under pressure, which is extremely stressful and sometimes makes them ill. It is therefore important to question the extent to which you can and must participate. It is important to plan your own day and not let yourself be thrown off balance by every external impulse. Creating space for your own commitments can certainly reduce stress.
Thw Interview for ACONEXT was held by Magdalena Zalewski.
ACONEXT: Let’s start with a funny anecdote. As luck would have it, you were there when we were having our employee photo shoot in Fellbach to sign your contract and you just went along with it, why?
Ridwan Ahmed: I had indeed only come to sign the employment contract before my actual starting date at ACONEXT. And then I was suddenly asked: “Hey, we’re doing a photo shoot for our employer brand today. Would you like to take part spontaneously?” And then it all happened very quickly. I signed the consent form, took part in the photo shoot and later my face was everywhere, even before I had officially started at ACONEXT. My colleagues were joking about my steep career climb from day one.
Which areas interested you the most as a student, and why did you choose HR?
Negotiation management, business psychology and corporate management jump to mind.
My interest in HR actually stems from my work as a working student at my previous company, where I worked in HR with a focus on digitalization. There I realized that I was particularly attracted to the field of HR, among other things because no two days are the same and, above all, you can contribute to the achievement of business goals, especially in strategic HR. Because what people often forget is that the most important resource and driving force within a company is people.
There are some important differences between the traditional profession of recruiter and that of HR Business Partner, which do you think are the most important ones?
The role of an HR Business Partner is understood differently in every company. I would say that recruiters focus lies on employee recruitment in particular, and applicant management. The HR Business Partner, on the other hand, looks at the company with a bird’s-eye perspective — with all the disruptive factors that could prevent a company from continuing to be successful in the future. To give an example: If you notice that a company has an older demographic structure and that experienced employees will be leaving the company soon, it is important to consider concepts, for example, to ensure that important knowledge is not lost to the company. This can be achieved through personnel development programs, for example.
Which HR and personnel topics are particularly dear to you?
It’s difficult for me to choose just one topic. In my opinion, all points of contact between an applicant or employee and a company along the employee life cycle are important. If I had to choose, I would say that the future trends in HR, such as flexibility in terms of working hours and location, workplace structure and the digitalization of HR processes, should not be ignored, as people place much more value on them today than they did in the past.
War for talents, lack of workforce, quiet quitting and 5 different generations that need to work collaboratively, what do you think employers need today to attract and keep talent?
Due to the increasing transparency on the job market, especially through digital media, employees are faced with much more choice. This does indeed make it more difficult to find and retain talent. Of course, you could simply say that you can easily hire and secure talent through employer branding, job fairs and good working conditions, but the fact is, it’s not that simple. Not all companies have the same starting position, resources, or opportunities. For example, there are certainly jobs where it is not possible to work from home. There is no one-size-fits-all formula for retaining and attracting talent. But you can use employee surveys to find out what employees want, and you can learn from similar companies that are.
What advice would you give to anyone considering a job at ACONEXT?
Don’t be shy, just apply! I had the by far most relaxed job interview ever at ACONEXT.
The interview for ACONEXT was held by Magdalena Zalewski
After four months of renovations, ACONEXT has officially opened its new office at our Fellbach site. The changes are visible – from a modern IT infrastructure to the redesigned spaces. Yet, the essence remains unchanged: our dedicated employees, who form the backbone of our company.
Our company’s relocation to the so-called ‘Rauleder’ building signifies an important step on our journey, reflecting our commitment to fostering a better work environment. Our aim is to create a workspace where everyone can unleash their full potential while being part of a dedicated team.
Consolidating our three smaller offices at the Fellbach site into a single, larger workspace enables more effective collaboration and cultivates team spirit. With an area of approximately 1,500 square meters, our new offices provide not only more space but also a more pleasant working environment. The move was undoubtedly challenging, but thanks to the hard work of our team, we have been fully operational in Fellbach since January 8th.
Our old adress:
Wilhelm-Pfitzer-Straße 26
70736 Fellbach
Our new adress:
Max-Planck-Straße 29
70736 Fellbach
Fun Fact: Did you know that the ‘Rauleder’ building once housed Daimler’s development department? Even Mercedes-Benz Motorsport Chief Norbert Haug was active within these walls. It’s a venue where pivotal decisions were made – reportedly, Formula 1 ace Lewis Hamilton inked his contract with the Silver Arrows right here.
The inauguration of our new ACONEXT office is not just symbolic gesture, but a practical advancement as well. With cutting-edge amenities, including an innovation hub, multiple TISAX-certified offices, and an environment brimming with inspiration, we stand ready to confront the challenges of tomorrow and pioneer innovative solutions.
Step into our new domain – welcome to ACONEXT Fellbach!
We at ACONEXT are thrilled and proud to announce that we have been awarded as a Top Employer – Germany for the ninth consecutive year! This achievement holds significant importance for us, as it not only acknowledges our ongoing efforts to provide exceptional employee conditions, but also highlights our ability to stand out as a medium-sized German company alongside major players from diverse industries.
On January 25, 2024, our team traveled to Düsseldorf to personally accept our Top Employer award after four years. Under the theme “The Art of Being a Top Employer,” this special evening emphasized creativity, courage, and passion. It focused on how, as a collective, we can positively shape the future of work by daring to innovate, learning from mistakes, thinking outside the box, and celebrating successes.
Explore more from the event here: https://www.youtube.com/watch?v=QwGCWKj0mQI
As a company, we regard this perspective as equally vital for our colleagues as well as for the future of the automotive industry and progress in tech, engineering, and IT. Pleased that ACONEXT has been acknowledged as a Top Employer in Germany on.
The acknowledgment of us being a certified Top Employer in Germany validates our commitment to prioritizing the development and well-being of our employees, enabling us to provide an outstanding working and growth environment.
The Top Employers Institute assesses companies based on their best practices across six overarching HR dimensions and 20 HR areas, including people strategy, work environment, talent acquisition, learning, wellbeing, and diversity & inclusion. David Plink, CEO of the Top Employers Institute, highlighted the exceptional performance of the certified Top Employers 2024 and praised their dedicated efforts towards employee development and satisfaction.
The Top Employers Institute is globally renowned for certifying outstanding employee conditions. Through their certification program, they empower companies to evaluate and enhance their employee conditions. This year, over 2,300 Top Employers across 122 countries and regions on five continents were honored. Together, these certified Top Employers positively impact the lives of over 9 million employees worldwide.
More information can be found at: https://www.top-employers.com/de/about-us/
We also extend our congratulations to all other companies who have earned the Top Employer 2024 certification. It is an honor to be part of this community of outstanding employers, and we look forward to reconnecting at the Certification Celebration DACH 2025.
