Prysmian Kabel und Systeme GmbH, produces medium and low voltage cables as well as PVC and rubber fill compounds. Furthermore, the research and development department for power cables (R&D) is located there.

The main product groups are:

• XLPE-insulated medium voltage cables
• installation cables and wires
• halogen-free cables and conductors with improved behavior in case of fire
• marine cables
• PVC and XLPE insulated low voltage cables

The company was founded in 1960 named Kabelwerk Nord (Cable Plant North) with 54 workers/employees, in 1963 it employed 1,000 people. In 1971 it was the second largest cable plant in the former GDR with 1,500 workers. In 1992, the plant fused with Siemens AG. After that, there were investment measures of 170 million DM to improve the infrastructure and logistics. This was followed by some changes in the company structure and production relocations within the next years. Since 2011, the company has belonged to the Prysmian Group, the world market leader in the cable industry. Today, approximately 260 employees work at the Schwerin industrial site.

The initiator of this best practice example is a 37-year-old T. L. who trained at the company as an industrial mechanic for machines and systems technology. He then worked in production for many years and knows the company like the back of his hand. After some colleagues had received training from a consultancy for digitization (MV-Works), Thomas L. saw an opportunity to realize a “simple idea”, to store knowledge from older workers via video, that had been on his mind for some time. The valuable knowledge and experience of the older colleagues is now to be passed on to the less experienced colleagues via short explanatory videos. In the videos, individual work steps of a setup process, also containing information on occupational safety, are explained visually in a short and concise manner and supplemented with simple explanations.

Currently, the company employs approx. 225 production workers with an average age of 52. Many of the production employees have been with the company for 30 to 40 years, completed their training there at a young age and are now old hands. Many of them are now gradually retiring.

The main focus of the company is to further establish the Schwerin site as one of the major production locations of the Prysmian Group, and the efficiency and profitability. The main job of their seniors is working in production which is usually physically hard work in climatically harsh conditions. There are several production and maintenance halls at the site where the machines work around the clock, and the workers in a 4-shift system.

The main reason for the successful adaptation is that already as a young employee, he had the experience himself that he was often annoyed when older colleagues were on vacation or sick, he had to rebuild something on a machine, but no one was there to explain it to him properly. A high economic loss for the company and similar incidents occurred several times. Apart from age reasons, migrants are increasingly employed in the company. The explanatory videos can help overcome language barriers.

It is important to Thomas L. not to simply impose something new on his colleagues, especially his older colleagues. He wants to take them with him. It takes patience and good communication. For the video project, he was able to convince all of his older colleagues to join in. Of course, it was unusual at first to be filmed at work, but no one objected or refused to participate. Thomas L. is proud of the successful implementation of the video project and is ambitious to actively move it forward.

There were no hurdles to overcome, just patience and conviction to do the right thing, and it took a bit more convincing with a few workers, but there was no resistance. There was unreserved support from management and of course, they also saw the benefits. The equipment was procured without hesitation. Another colleague provides technical support. After recording, the videos still have to be edited, cut and the sound reworked as the machine noise in the halls is very loud.

The implementation of this Best Practice started in April 2022 and after several months the videos have not yet been completed for all machines and set-up processes. It takes some time but it is making progress. The goal is to digitally implement the explanatory videos in the description of services/in the production order, on the papers via QR code. A checklist is also to be incorporated, which every worker must work through. As already mentioned, the videos also contain information e.g., for occupational safety and machine maintenance.

They have already implemented further measures in connection with age management in the company.

– If a worker is no longer able to do certain work for health reasons, they always look for an individual solution so that the worker can remain in the company.

– Employees aged 58 and over have the opportunity to apply for partial retirement.

– The introduction of a bonus system. Each foreman rates their people once a year, including how well an employee is passing on their knowledge.

– Consultant contracts are concluded with willing older employees who are already retired. They then come to the company once or twice a month and pass on their knowledge to less experienced workers, e.g., when setting up a machine or in the current case, where they have a major bottleneck in maintenance when it comes to repairs.

Cable industry, valuable industrial site, developing and growing, important for the region