On March 28, 2025, it was time once again: the second edition of Azubi For Future took place in the Wiebelbach industrial area – and of course, we were there too. Together with seven other companies from the area, we offered young people exciting insights into a variety of apprenticeships and dual study programs. We were especially pleased to welcome one more company as a new participant this year, a clear sign of how well the event was received the year before.

Experience professions up close

The idea behind Azubi For Future is simple but powerful: visitors get the chance to experience everyday work life in different companies, take a look behind the scenes, and connect directly with the people who work there. In addition to our training teams, our current apprentices were also on site to answer questions and share first-hand experiences. The event didn’t just showcase traditional apprenticeships, but also highlighted a wide range of dual study opportunities.

Our contribution – interactive, informative, and engaging

We made sure to offer a well-rounded experience at our company once again this year. Visitors could explore a career decision aid, designed to help them discover which profession might suit them best, along with conversation cards to make it easier to get talking. Our robotic arm was a real eye-catcher – it stamped the visitors’ contest cards automatically.

We also set up an interactive code puzzle, where participants could uncover interesting facts about our company in a playful way. One of the major highlights was the guided company tour, taking guests through our production area, warehouse, administration, and Democenter. We offered in-depth, hands-on explanations of our machines and their components – a real behind-the-scenes experience designed to inform and inspire.

Final stop: the checkpoint and prize draw

The event concluded at the central checkpoint, where visitors could enjoy refreshments, tasty food, and take part in the grand prize draw. Anyone who had collected at least five stamps from participating companies could drop off their contest card for a chance to win. The top prize was an e-scooter, followed by a stand-up paddle board and a Bluetooth speaker.

Thank you to everyone who took part

We would like to extend a heartfelt thank-you to everyone who helped make this event a success – from the organizers and participating companies to all the visitors who joined us and got involved. We’re already looking forward to the next Azubi For Future and hope to welcome many curious young minds to SEHO again soon.

Der Beitrag Azubi For Future 2025 erschien zuerst auf SEHO - Complete Solutions.

Sustainable change, real innovation: SEHO Systems GmbH from Kreuzwertheim continues to write the success story of the 4-day workweek. This modern working time model was successfully introduced for production and warehousing back in 2022. Now the administration and technical departments are following suit from 2025 – and SEHO is once again proving that entrepreneurial success and a modern working culture go hand in hand.

At a time when the shortage of skilled workers is presenting many companies with challenges, SEHO is focusing on a strategy that puts people first. The working week is reduced to 37 hours – spread over four working days, with full pay compensation. “We have already noticed after the introduction in 2022 that our productivity has not deteriorated despite the reduced working hours. On the contrary, it has actually increased,” explains Managing Director Markus Walter. Larissa Hepp, Head of Human Resources at SEHO, also emphasizes that the 4-day workweek concept has met with a positive response: “The number of sick days and the fluctuation rate in the affected departments remain at a low level and even show a significant improvement compared to previous values.”

A model with many advantages

The introduction of the 4-day workweek not only serves to increase the company’s attractiveness as an employer, but also contributes to a better work-life balance. More free time for employees also means more energy and motivation for work. In addition to these social aspects, the model is also environmentally friendly: fewer working days mean fewer commutes and therefore a reduction in CO₂ emissions.

Successful pilot project as a role model

SEHO launched the 4-day workweek in production and the warehouse back in 2022 – and the experience has been consistently positive. Rotating working hours meant that important processes such as deliveries and production were also ensured on the “days off”. The same degree of care has now been taken in planning the implementation in the administration and technical areas. “Our employees wanted more flexibility and modern working models – and we are proud to be following this path consistently,” adds Larissa Hepp.

Der Beitrag The 4-day workweek for the whole company erschien zuerst auf SEHO - Complete Solutions.

It has been debated for some time and in some European countries it is already being practiced – at least as a pilot project: the 4-day work week.
With around 230 employees, SEHO Systems GmbH develops and manufactures soldering systems and automation technology for the electronics industry worldwide and is one of the most technologically innovative companies in the industry. SEHO is now also taking an innovative approach to employee work-life balance: As one of the first medium-sized companies, SEHO now wants to implement the 4-day work week at the headquarters in Kreuzwertheim.

The 5-day week based on 40 working hours has been in effect in Germany since 1956 and has been seen as a constant in German industry ever since. “We’ve basically been discussing the topic of new working models since 2018,” explains Dipl.-Ing. Markus Walter, CEO of SEHO. „However, the time was not yet ripe and the idea was rejected again. There were too many hurdles to overcome.“

In the meantime, the company, which operates worldwide, has been almost completely restructured. Work processes have been improved, the company’s internal structures have been adjusted in order to be able to react flexibly to market requirements and there has also been a generational change at management level. Most of the team leaders are in their 30s, and not least because of social change, the perspective on “work-life balance”, i.e. the effort to bring work and private life into better harmony, has changed.

With the beginning of the pandemic in 2020, at least for the employees in the commercial departments, things quickly moved in the direction of new working models: Within a very short time, more than 60 employees at SEHO switched to the home office. Several scientific studies have shown that this mobile and therefore more flexible way of working works. The positive effects of mobile working can also be confirmed at SEHO. „Our employees tell us about their work routine, which we ultimately see in the results,” says Moritz Reichert, Head of Finance and member of the SEHO management team. “The tasks can be completed more effectively, there is more freedom for personal concerns and a typical work day is generally less stressful with mobile work.“ A prerequisite for a mobile working model is, of course, a large amount of trust at management level, which is placed in the employees working from home, and the motivation on the part of the employee to perform well, even if the working environment is more relaxed. „During the pandemic and the legal obligation to enable home office, we have seen that we have a great and reliable team. Therefore, in addition to the flexible working hours that we have had for many years, we will continue to offer the option of mobile working,” adds Moritz Reichert.

While the commercial departments can benefit from modern forms of work, this is much more difficult for production and production-related areas. A soldering machine or an automation concept cannot be built at home, but requires being present in the company. Employees in these areas are therefore not only less flexible when it comes to their personal needs, but also financially worse off than their colleagues in the commercial areas, especially given the current petrol prices.

„In order to create an advantage for employees from the production-related divisions, we have dealt in detail with the topic of the 4-day week“, explains Larissa Hepp, who is responsible for human resources at SEHO. In addition to labor law issues, it was also necessary to ensure that the personnel costs were not stretched beyond the means. A concept was developed in a team project, which will be launched at SEHO on May 1st for a test phase of initially 3 months. The new working time model provides for a 4-day week for the production area. These departments will then work from Monday to Thursday, Friday to Sunday are free. A rotation system will be introduced for customer-sensitive areas, such as the logistics center, so that deliveries can also be made on Fridays. The weekly working hours are reduced for the employees, with full wage compensation.

„We think – and experience from various European pilot projects suggests this – that we can even improve productivity in our company by taking this step,” says Moritz Reichert. „In some sectors, such as energy costs, the 4-day week also ultimately leads to a reduction in costs. Larissa Hepp adds: “Studies have shown that more days off increase employee motivation, improve health and bind employees more closely to the company. Last but not least, of course, we also hope that we can increase our attractiveness as an employer in the region with modern working models.”

The 4-day week also fits into SEHO’s corporate concept with a view to climate policy goals. The company already obtains 100% of its electricity from hydropower and its own photovoltaic system. Not only with the machines, but also in the operational processes, attention is paid to reducing resources and using sustainable materials, and projects such as “Job-Bicycle” are being implemented, actively promoted by SEHO as an employer. If the employees only have to drive to work on four days instead of five, this also has a positive ecological effect.

„After the 3-month test phase, we will discuss all aspects and experiences together and draw a conclusion. But we approach the 4-day week positively and we are sure that this will give our employees more freedom,” says Markus Walter.

Der Beitrag SEHO tests new working-time model erschien zuerst auf SEHO - Complete Solutions.