Fostering Growth Through a Culture of Flexibility
The Healthcare Businesswomen's Association (HBA) Ambassador program was initiated in Europe in 2018, sponsored by Baxter’s Laura Angelini, general manager, and Anila Lingamneni, vice president, global Renal Care business. The aim of the program is to support young talent in setting and reaching individual professional development career goals by facilitating guidance from other HBA members. Baxter’s Hechingen facility was a proud participant in the organization’s activities in its first year by hosting a panel discussion entitled “Workplace Flexibility”, held in late 2018. Baxter’s local senior management team gathered for three hours to discuss flexible work models.
The event was sponsored by Thomas Ertl, Hechingen’s general manager, and included the presentation of Baxter Hechingen’s current work model by Daniela Jauch, senior manager, human resources. Other panelists included Veronika Hornung, senior council, intellectual property, and Till Goldammer, senior manager, operational excellence, who shared their different experiences with flexible work models through their previous employers. Ralf Kania, head of corporate benefits, Merck, also participated, and Adriana Boschetti-de-Fierro, senior manager, R&D, Baxter, moderated the discussion.
“Workplace flexibility is essential to our culture at Baxter,” said Ertl. “We not only support the practice, we like to continually discuss and learn from our top site leaders what we can do to make our site in Hechingen better for engaged and innovative people, offering each employee exactly what they need.” Baxter Hechingen is a key manufacturing and R&D facility for Baxter’s Renal Care business.
The panel discussion opened by exploring industry data about companies that adopt trust-based, flexible work time, including the fact that companies are 11 to 14 percent more likely to improve products, and both established productivity and profitability increase with the use of trust-based working schedules.
The panel then reflected on the already very progressive flexible work models available in Baxter’s Hechingen facility. They also explored ways to incorporate continuous improvement. Baxter’s Hechingen facility’s current model includes working time accounts for each employee, as well as telework, flextime and part-time; while alternative offers could be trust-based work eliminating working time accounts.
For example, employees can use the flexible work time to bring their parents to a doctor’s appointment or to attend their kid’s event, and return to the office or work longer another day to complete the work. One employee affirms: “I can manage better my workload and being there for my children, which makes me more productive because one significant stress factor is eliminated.”
Baxter is a proud corporate partner of the HBA and is excited to continue supporting the organization’s efforts.
1. Godart, O., H. Görg, and A. Hanley, April 2014, IZA DP No. 8097: Trust-Based Work-Time and Product Improvements: Evidence from Firm Level Data. Industrial & Labor Relations Review, 2017. 70(4): p. 894-918.
2. Beckmann, M. and I. Hegedüs, Trust-based working time and organizational performance: evidence from German establishment-level panel data. 2011, Faculty of Business and Economics - University of Basel.