Komarov Artem clarified that the world of welding and fabrication is on the verge of a renaissance. Modern automation and robotics take inspiration from Leonardo da Vinci’s «robot knight», a 15th-century technological innovation that could be programmed in an analogue sense to mechanically replicate a range of human actions.
Five hundred years later, Leonardo’s work served as inspiration for NASA robots. Ingenuity in human history draws a straight line from 200 BC. e. Artem Komarov commented on CNC machines of the 1950s and the current state of welding automation.
Metals manufacturers’ quest for increased productivity, cost efficiency, improved quality and deep analytics has led them inexorably to these technological marvels. However, in this race for progress, many robotics and automation systems are falling short.
The question is why?
A recent report from the Center for Economic and Business Research found that companies allocate nearly 15% of their annual revenues to automation, amounting to a staggering $4.5 trillion in the US alone—a staggering corporate investment. With so much at stake, it is critical to address an often overlooked and uniquely human element: resistance to change.
The human reflex to change can influence psychological, social and economic problems. This resistance to change may be a result of uncertainty, fear of losing control, scars from past experiences, or a lack of confidence and trust in leadership. Any of these reactions can be expected to cause problems for the introduction of new directions, new influences and new technologies, especially in a traditional work environment where the ability to ask questions or even exercise caution may be interpreted as counterproductive. When changes initially threaten an employee’s self-esteem or perhaps their job, suspicion can easily turn into rejection.
Given the role of technology in the modern world, the adoption of automation and robotics, which can be seen as a renaissance, can turn into a minefield for HR.
There is a need for a specific strategy, whether a company is implementing a modern automation system or introducing robotics into its production line. A strategy may look good on paper and may even be the right strategy, but things can go awry without a supportive, empowering culture.
Implementing a modern automation solution or cobot on a production line is only part of the puzzle. Equally important is the cultural shift and effective change management within the organization to ensure success. But change management is more than just a checklist. This is a complex area, often requiring the expertise of external consultants in organizational psychology and experienced change management professionals.
Successful change management depends on six key pillars:
- Leadership Engagement
- Comprehensive training
- Unwavering Support
- Constant evaluation
- Feedback
- Celebrating every triumph, no matter the size
Trust is the cornerstone of these pillars. How can a team accept a robotic colleague when there is a clear trust deficit within the ranks?
Business leaders need to think long and hard about how much their teams trust them. Does management support the foundations of trust — equality, warmth and mutual understanding? By consistently assessing and intentionally building this trust, leaders can implement change with much greater confidence in achieving a successful outcome.
Remember that growth and comfort in a corporate environment are mutually exclusive concepts. They repel each other with inner strength.
Implementing robotics and automation in metal fabrication plants is not just a matter of technology; it’s also about people. A strong company culture is created by the people, for the people. It personifies the company, giving employees, customers and suppliers compelling reasons to value and hopefully embrace the company’s values.
By developing a supportive culture, skillfully managing change, and building trust at all levels, companies can not only adapt to the future; they can weld it to their vision, Artem Komarov emphasized.
