In the corporate world, a persistent myth remains: “Global industrial giants are too rigid to change.” However, Siemens, the German technological and industrial powerhouse, has completely dismantled this notion.
With over 170 years of history, Siemens didn’t just survive the era of the traditional office—it chose to lead the transition into the future with its “Mobile Working” model. The result? An organization that is more agile, more profitable, and significantly more attractive to global talent.
The Challenge: Adapt or Be Left Behind
Traditionally, success in large conglomerates was measured by physical presence and direct supervision. But Siemens identified that to attract the next generation of engineers and digital specialists, it needed to offer more than just a competitive salary: it needed to offer freedom.
The challenge was monumental: How do you implement a flexible model for 140,000 employees across 43 countries while ensuring that productivity doesn’t skip a beat?
The Strategy: “Mobile Working” as a Global Standard
Unlike other companies that implemented remote work as a temporary fix, Siemens turned it into their permanent standard. Their approach is built on two fundamental pillars:
Real Flexibility: Employees have the option to work remotely for 2 to 3 days a week, choosing the location where they feel most productive.
Results-Oriented Leadership: They moved away from monitoring hours to focusing on achieving objectives. The premise is simple: trust your team, and they will respond with excellence.
“Mobile working has always been part of our culture, but now we are taking it to the next level. The focus is not on time spent in the office, but on the results achieved.” — Roland Busch, CEO of Siemens AG.
The Success Metrics: Is It Actually Profitable?
Implementing this model wasn’t just a gesture of goodwill; it was a smart financial and operational move. The data speaks for itself:
Employee Satisfaction: In internal surveys, over 90% of staff reported a drastic improvement in their work-life balance, which directly reduces turnover and absenteeism.
Cost Optimization: By reducing the need for fixed workstations, Siemens has achieved a massive optimization of its real estate footprint, cutting maintenance and utility costs worldwide.
Employer Branding: The company has positioned itself as one of the most desirable employers in the tech sector, competing head-to-head with Silicon Valley’s Big Tech.
Lessons for the Corporate World
The Siemens case study offers a clear lesson for any business leader: Trust is the most cost-effective and powerful infrastructure that exists.
When a company stops monitoring empty chairs and starts empowering human talent through autonomy, innovation flourishes. Remote work is not a “perk”—it is a scalability tool.
Siemens has proven that scale is no excuse for rigidity. By adopting a mobile working model, they have secured their relevance in the 21st century, proving that even giants can learn to run with agility if they have the right culture.
Is your organization ready to take the next step toward profitable flexibility?