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Doing the boss's first job in the morning, taking a lunch break, completing the next job, after work: many employees find it pleasant to work according to clear instructions and rules.
You want routines and show little initiative.
But this is becoming an increasing problem for many companies.
The German economy lacks employees with key skills.
A new survey by the consulting firm Kienbaum and the job portal StepStone (like WELT belongs to Axel Springer SE) among 3,000 specialists and executives shows that there seem to be major deficits: Almost 60 percent of those surveyed say that the employees in their company feel good lacks crucial skills to meet their future requirements.
The majority of executives even assume that this shortage will grow in the next five to ten years.
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The respondents should also name the most important prerequisites for success in the job during this period.
In addition to digital skills, they rated lifelong learning, collaboration, adaptability and flexibility as particularly important.
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Experts underline this finding.
Specific specialist knowledge remains essential, says Dirk Werner, who is responsible for the Skilled Worker Assurance Competence Center (Kofa) at the Cologne Institute for Economic Research (IW).
“However, there is a set of skills that employees in almost all industries need, and more and more,” he emphasizes.
On the one hand, there are technical skills: being able to use software is becoming increasingly important, for example, in the craft sector.
On the other hand, it is also about personal competencies, so-called soft skills: “Employees have to work independently, develop ideas and be able to communicate with very different contact persons.
There is still a lot of catching up to do in the companies, ”says Werner.
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If you don't do this, you face a growing risk of losing your traditional place in the company.
“Even among semi-skilled and unskilled workers, the need for further training has grown significantly,” says Werner.
Because their jobs are most threatened by digitization.
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"Jobs just change faster and faster," confirms Tobias Zimmermann, who observes the job market for StepStone.
It is therefore important for companies to systematically promote learning and further training.
Even when looking for new employees, it is a matter of finding out how well applicants adapt to changing requirements.
Companies have to create an environment in which people can continuously develop.
However, there still seem to be major hurdles.
Because, according to the survey, the majority of the employees questioned are dissatisfied with the development offerings of their companies.
They are asked to organize diverse training opportunities that are accessible to all.
"Continuous training is the be-all and end-all"
However, employees should also take action themselves, says Walter Jochmann from the Kienbaum management consultancy.
Employees should always ask themselves which skills they need for their job and where they still have some catching up to do in order to be digitally successful in particular.
“The willingness to continuously train here will also be the be-all and end-all in the future,” says Walter Jochmann.
According to Kofa researcher Werner, initiative is very welcome, especially in small and medium-sized companies.
In addition, it is also about a change in mentality.
“People have to be ready to keep improving.
And to accept that the employer expects that too, ”says Werner.
Instead of constantly assuming that they can do everything, employees should assume the opposite: that they can learn something from each of their colleagues.