The INFORM Study 2024 has provided interesting insights into the needs and challenges of deskless workers. We asked Michael Friedwagner, workforce management enthusiast and Head of frapp, about the most important findings from the study.

Michael Friedwagner: The study clearly shows that the expectations of deskless workers have changed. Good compensation alone is no longer enough to attract and retain qualified specialists. In addition to financial incentives, employees want better communication and more appreciation from their employers. It was surprising to see that for 91% of respondents, good communication and for 90% appreciation are just as important as good pay, which is at 92%.

That sounds like a paradigm shift. Why are these intangible values such as communication and appreciation so crucial?

Michael Friedwagner: It’s mainly due to the changing world of work. Deskless workers have long been on the fringes of trends such as New Work. Now they are discovering these concepts for themselves and are looking for a workplace that is not only secure, but also fulfils their needs for recognition and participation. The study also showed that 41% of respondents want a better work-life balance and 35% want greater involvement in decision-making processes. These results indicate that working conditions need to be made more flexible and employee-centered.

What do you think are the biggest challenges that employers need to overcome in order to meet these requirements?

Michael Friedwagner: The biggest challenges lie in making working models more flexible and improving communication. Almost half of deskless workers, 47% to be precise, suffer from health problems due to their working hours. In addition, 70% state that stressful working conditions are a possible reason for resignation. More flexible shift models that are better tailored to the individual needs of employees could help here. Only 17% currently consider flexible working hours to be an important criterion when choosing a job, but this also shows that there is still a lot of work to be done to educate employers and to adapt.

How can companies specifically address these needs?

Michael Friedwagner: Companies should make greater use of digital tools to optimize communication and planning processes. An app-based solution that focuses on the needs of deskless workers and allows shift schedules to be adjusted easily can help here. It is interesting to note that 66% of respondents would like an app to communicate shift schedules and updates. The ability to incorporate individual preferences into planning is also considered desirable by 64% of respondents. Such measures can not only increase satisfaction, but also strengthen loyalty to the company.

What can companies do to promote the health and well-being of their employees?

Michael Friedwagner: We have to work on several fronts here. Firstly, it is important to minimize unhealthy working conditions. More flexible shift models and needs-oriented working time planning are a step in the right direction. In addition, we need to establish a culture of appreciation in which the needs of employees are taken seriously. This also includes better involvement of employees in decision-making processes. The study shows that such a participative work culture can help to reduce the high fluctuation rate.

Finally, what would you say is the key message from the study for employers in the manufacturing industry?

Michael Friedwagner: The key message is that we are moving towards a new era of shift work in which flexibility and employee centricity are paramount. Employers should see the skills shortage as an opportunity to develop new, innovative working models that meet the needs of both companies and employees. It is time that we recognize deskless workers as a valuable resource and show them the appreciation they deserve.

Thank you very much for the interview, Mr. Friedwagner.

Michael Friedwagner: Thank you!