How ams OSRAM introduced hybrid work with Seatti

At a glance

ams OSRAM, a global technology group for optical solutions, introduced hybrid work with a task force, pilot days and a zone concept. Seatti makes the office day predictable: people see who is on site and book a fixed workspace.

• A task force with representatives from every department instead of a model imposed from the top
• Pilot days with zones for focus, collaboration and teams
• Ambassadors as the link between management and staff
• A guaranteed workspace with Seatti, especially valuable for commuters

Starting point: flexibility as an employer topic

The labour market was changing, and ams OSRAM wanted to stay attractive as an employer. That led to four goals:

• Give employees more flexibility
• Make the switch between home office and office seamless
• Find a model that reflects very different departments
• Create transparency with an intuitive management tool: who is in the office, and when?

How the model was introduced

A task force from every department

For New Work, ams OSRAM convened a focus group with representatives from all departments, so the needs of individual groups were taken into account early.

Pilot days instead of assumptions

Over several pilot days the company tried out different concepts. Zones for focus work, collaboration and teams were marked out and furnished accordingly. The model with the highest acceptance went live.

Technology and meeting rooms

In parallel, ams OSRAM brought its technology up to an adequate standard. The meeting rooms in particular were upgraded, for example with better cameras for hybrid meetings.

Communication through ambassadors

The task force focused on communication that includes everyone, and on active feedback. In coordination with managers, ambassadors were appointed. They were the link between management and staff, acted as multipliers in the teams and passed feedback and ideas back.

Organisation with Seatti

Desk sharing takes a lot of organisation, so ams OSRAM invested in Seatti:

• People see who is in the office and when, and plan their visit around it
• They book a specific workspace in the office
• They record when they work remotely or are away

Both worlds sit in a single view.

Impact in daily work

The hybrid model at ams OSRAM is not yet fully tested, but employees have already given valuable feedback.

Identifying with the office, not the desk

A desk of your own used to mean a family photo and a chair adjusted to your ergonomics. ams OSRAM tackled this at the root and restored people's identification with the office itself. In the various working areas, such as home zones and team zones, everyone finds their preferred set-up.

The office becomes more of a place to meet: for hybrid meetings, brainstorming and working with colleagues.

Certainty for commuters

Because a specific workspace is guaranteed, people travel in without the risk of having to turn around and go home again. For commuters with long journeys that is a considerable benefit.

What comes next

ams OSRAM plans to extend the hybrid working model step by step to further international sites. That takes:

• Clear structures and guidelines for staff and company
• Continuous communication with active feedback
• Ongoing adjustments so the way of working keeps improving