Keeping employees in focus during change
Small and large changes will always be part of a growing and innovative company such as ASML. I believe it is important to keep the focus on employees when these changes take place. This applies to changes in the organisation, privacy, benefits and shift patterns. It also applies during an economic downturn or a reorganisation. In those situations, I believe alternatives to letting people go should be considered, including training or moving employees to other roles.
My experience with shifts and growth
Earlier in my career, I worked shifts in Photo Engineering. At the time, management intended to require employees to work at weekends. A weekend shift was instead created with guidance from the Works Council. In the System Performance Productivity group, I supported the growth of the group from 3 to 21 people. These experiences gave me a perspective on growth, change and adaptation that I want to bring to the Works Council.
What I want to bring to the Works Council
As a Works Council candidate, I want to contribute:
- A people-oriented perspective on change. I want the interests of employees to remain in focus when the organisation changes.
- Experience with growth and adaptation. I have seen how changes in team size and working arrangements can affect employees.
- Attention to long-term choices. I believe ASML should also be prepared for a future downturn.
- A constructive approach. I want to work in an empathetic, constructive and collaborative way.
- A focus on possible alternatives during reorganisations. In my view, options such as training and reallocating employees should also be considered.
Finding a way forward together
At ASML, we challenge, collaborate and care. I want to use that same collaborative approach in the Works Council.
My aim is to help find the best long-term way forward for the people of ASML and to keep the employee perspective visible when decisions are made.