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WAGO as an Employer

Interview
HR Development

Pascal Steeger

Pascal Steeger talks about his responsibilities in HR Development and why WAGO was quickly the clear choice to him as an employer.

Everything began with an internship in HR – followed by a bachelor's degree in economics and a master's degree in business education at the University of Paderborn – and now Pascal Steeger is an employee in HR Development at WAGO.

What are your responsibilities in HR Development?

The “HR Development” portfolio includes three broad topics: management, employee development, as well as talent management. I have the privilege of not being confined to one of these topics in my daily work, but instead have the freedom to realize my potential professionally in all these areas. I would like to make my contribution to strengthening our corporate culture that promotes an atmosphere of learning.

I am currently working with my colleagues to optimize existing processes and simultaneously create new offerings. An example of this is the digitization of employee reviews, the 360 degree feedback or the WAGO Community College. It may sound trite, but this makes my job really quite varied and appealing, because due to the variety of tasks and topics, I am in contact with colleagues from all areas and can act with a balanced corporate overall view. Silo thinking? – No thanks.

Starting from day 1 I have always been considered a full member of the team in all topics and tasks, was given a lot of creative freedom and a great leap of faith, and I'm glad to give this back every day.

During your studies, you started at WAGO as an intern. Can you tell us a bit about your time as an intern and your further career path at WAGO?

During my work, I place a lot of value on friendly interactions between colleagues and a good relationship with supervisors. For me, these criteria were met from the start. No one ever had the notion that they would not be missed if they did not come to work one day – quite the contrary. Starting from day 1 I have always been considered a full member of the team in all topics and tasks, was given creative freedom and a great leap of faith, and I'm glad to give this back every day. This kind of appreciation is not a matter of course and was the reason that I decided at a very early stage to remain at WAGO after my internship. I would like to pass on this appreciation that I experienced to our newly created WAGO trainee program.

You mention the WAGO trainee program - what exactly is it like?

The WAGO trainee program offers graduates the possibility of a targeted career start. In 18 months, the trainees build up a broad corporate network and are prepared to deal with responsible and complex tasks.

It is in this vein that we are looking for trainees who have a talent for achieving above-average performance and rapid progress. These talents can be analytical skills or strong entrepreneurial thinking. Of course, this also includes soft skills, i.e., whether I can get other people involved and motivate them.
In my opinion, what makes the trainee program stand out is the close contact between HR Development and the participants. The associated support in the form of counseling and personal and technical training measures is an expression of our appreciation for our young colleagues. It is important to us to use self-assessing measures to get the trainees to steer their own development, to develop their strengths to the full and to work in their areas of development to the same extent. For me, the program was successful if, after it was completed, we helped colleagues develop so that they are deeply rooted in our corporate culture and are fully committed to applying their talents to the greatest extent possible for the success of WAGO.

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