In a family-owned manufacturing plant, the younger employees continuously wanted to introduce new technologies.
For example, an efficient CRM system or AI-based production support software. However, the older colleagues resisted the changes and clung to the familiar. Due to these differing attitudes, increasing tension arose between the generations, leading to conflicts and decreased efficiency. By implementing an effective mediation-style development program and mentoring system, the generational gaps were eventually bridged, and the two groups were able to collaborate more effectively.