Generations at Rheinmetall

Oussama particularly appreciates the opportunity to work in a global company that is shaping the future of mobility, security, and innovation. The combination of technical excellence and the ability to constantly adapt to new challenges motivates him every day.

The path from trainee to manager

Early on, Oussama was given the opportunity to take on responsibility and develop both personally and professionally.

Since starting in 2011, he has built up a deep understanding of processes and corporate culture, took on his first management role in 2019, and now works in a senior position on global projects.

A particularly formative experience was his three-year stay in the US, which deepened his international perspective and leadership skills.

Experiences from the international Leadership development program (iMLP)

Exchanging ideas with participants from all over the world opened up new perspectives on leadership for him. The joint case studies made it clear that many challenges are similar in different regions. The program also promoted self-reflection and the application of leadership principles to real professional situations.

Oussama Oulad highlights the unique culture that promotes personal responsibility and offers employees real development opportunities. Progress and continuous improvement are firmly anchored in the company's DNA – without losing sight of the people behind the roles.

Career paths rarely follow a straight line. For Dennis Kaupp, a skilled worker in the Manufacturing Services division at Rheinmetall, the path led from the military through an apprenticeship into industry.

Today, he works on technologies that will later be used by soldiers. His professional experience as a former soldier gives his work a unique perspective.

A New Path After Active Duty

After his active service in the German Armed Forces, Dennis Kaupp decided to pursue an apprenticeship as an electronics technician for devices and systems. The apprenticeship offered him the opportunity to explore a diverse professional field while working on products familiar to him from his previous role.

It is precisely this shift in perspective—from user to development and manufacturing—that continues to inspire him to this day.

“As a former soldier, I know how important reliable technology is in the field. Knowing that my work helps equip my comrades in the best possible way gives my job special meaning.”

Support During Onboarding

Even during his training, Dennis Kaupp realized just how diverse the team at the site was. The trainees came from very different backgrounds: recent high school graduates, college dropouts, or career changers with professional experience.

Despite these differences, a strong sense of community quickly developed.

“At Rheinmetall, it doesn’t matter where someone comes from or how old they are. What matters is how we work together and learn from one another.”

The mutual exchange and support among colleagues helped him quickly find his footing in his new professional field.

Corporate Culture and Collaboration

At the Stockach site, people from different generations, cultures, and backgrounds work together. For Dennis Kaupp, this diversity is an important part of his daily work.

He describes the collaboration as predominantly collegial and friendly. At the same time, employees benefit from the clear structures and policies of a large corporation.

He sees the open dialogue between employees and management as an example of values in action. Several times a year, joint breakfast meetings are held where questions can be asked and topics openly discussed.

“Respect and trust are not just buzzwords here, but the foundation of our collaboration.”

Prospects for the Future

Even though Dennis Kaupp greatly values his work, he is also looking ahead. Additional training and development opportunities could open up new prospects, particularly for skilled workers in production.

“Such opportunities would make it possible to take on even more responsibility and advance within the company.”

A Meaningful Role

For Dennis Kaupp, his work combines several key elements: a solid education, a strong team, and the opportunity to work on technologies that serve a concrete purpose.

His journey demonstrates just how diverse professional development can be—and how crucial a work environment is that fosters collaboration, respect, and commitment.

Foster does not judge, he observes the changes in the training system firsthand: “In the past, applicants often had better academic qualifications. Today, they are ready for training later. Young women are often more independent and structured. ”When I see how girls assert themselves in technical professions, it's great,“ he says.

”The younger generation simply values different things." For him, the following applies: You have to be able to understand the language of the younger generation without imitating it. “There should be differences,” he says with a laugh.

A perennial topic: the smartphone. “We used to have a cell phone ban. Today, cell phones are both a tool and public enemy number one.” Forster sees this not as a contradiction, but as a challenge: “We have to learn how to set rules together. Trust is the key.”

In training marketing in particular, he focuses on involving young people themselves: “Our trainees and students know best where and how to reach new talent. So why not bring them to the table?”

For Foster, one thing is certain: motivation does not come from bonuses, but from meaning and togetherness. ”What costs nothing is often the most valuable thing: the fun factor. When young people enjoy coming to work, it's because they have good colleagues and supervisors who listen, show them the right way, and give them security.“

For him, security does not mean stagnation, but perspective. ”Every trainer does everything possible to provide security for the future. Many of our trainees develop enormously – they graduate from high school, study in dual programs, and take on responsibility.“

The training landscape has changed – and with it the role of the training company. “In the past, it was often older employees who were about to retire. Today, the team is much younger. Age is just a number,” says Foster. The decisive factor is how people interact: “Those who show respect receive respect. Not condescendingly or arrogantly, but on an equal footing.”

In his day-to-day work, Foster collaborates with many women—training is no longer a male domain. “In my field, it's very balanced. Numerous professions are now trained by women. Technical professions are often male-dominated, but we have great young women as industrial mechanics or IT trainees.”

“When we show positive examples, it automatically attracts others. It's about encouraging people.”

This phrase accompanies him. “Contentment lasts longer than happiness – happiness is short-lived, contentment remains.” Foster lives by this idea every day. Whether in the workshop, in job interviews, or in exchanges with trainers from other locations, he seeks common ground.

His conclusion: “Intergenerational doesn't mean that older people have to understand young people. It goes both ways. If you make the coolest guys your allies, you've already won.”

In many ways. For example, one benefits from the expertise, life experience and wisdom of experienced, older colleagues.

For example, when an older colleague showed interest in my expertise, I was able to enter into a kind of mentoring relationship with full respect and offer advice and support.

Both! Younger colleagues often bring fresh ideas and technology knowledge, while older colleagues bring more experience and wisdom. Accordingly, it is important for me to work with people of different age groups in order to benefit from varied perspectives and skills.