Empowering workers: A human-centered approach to robotic automation

Automation can do more than just take over routine tasks – it has the potential to empower production workers. In an SNF project, researchers from BFH and Idiap in Martigny explored how new technologies can positively transform the workplace. A team of psychologists, led by Prof. Dr. Andreas Sonderegger, supported the workers throughout the development process, ensuring their needs were understood and helping them prepare for the upcoming changes. In the interview, Amélie Jeanneret explains the role of psychological factors in these automation processes.

Societybyte: What was your role as a psychologist in the project?

Amélie Jeanneret is part of the team.

Amélie Jeanneret: As psychologists, our role is multifaceted in this human-centered automation project. Our primary goal is to ensure that the integration of new technologies, like collaborative robots in this case, is perceived positively by the operators, or at least not negatively. This includes assessing the psychological and emotional impacts of introducing these technologies, managing change, and providing support to operators as they adapt to new work methods. We also strive to understand internal group dynamics within the company to get a holistic view of the situation, identify potential sources of stress and demotivation, and develop strategies to mitigate them. Overall, we aim to ensure that automation enhances productivity without adversely affecting the well-being of employees, ideally improving it as well.

Why is it important to include operators who may not understand the technology?

Firstly, it’s clear that one does not need to understand the technology behind a machine to use it comfortably. Since operators are directly affected by the introduction of new technologies into production processes, it is crucial to include them in the automation process, even if they do not have a deep technical understanding. This is important for several reasons. Firstly, they possess practical expertise and detailed knowledge of daily tasks and challenges on the production line. Their perspective is essential for identifying aspects of work that can be efficiently improved or automated. Secondly, their involvement in the process increases their sense of control and responsibility, which can reduce anxiety related to technological changes and enhance their willingness to learn to use these technologies. Finally, by including them from the start, we can design solutions that are truly tailored to their needs and preferences, which facilitates better acceptance and a smoother transition to using new technologies.

How were the operators involved and what are the main benefits of this participatory approach?

Initially, we conducted individual interviews with volunteers to learn more about their expectations, fears, hopes, and general attitudes towards implementing new technology, as well as to identify aspects of their daily work that could increase or decrease their motivation or well-being if automated. A second interview with each of these volunteer operators is planned soon to observe if there has been an evolution in all these psychological and practical elements over time and with gradual exposure to the collaborative robot. Subsequently, we conducted workshops during which some operators were able to interact directly with the robot through a series of exercises. Each workshop was followed by a brief interview where the operators could discuss their feelings and ease of use of the robot, as well as more practical aspects such as the intuitiveness of the interface and the ease of identifying and resolving a problem in the robot’s operation. These discussions also aimed to gather their opinions and suggestions for improvements to the robot and its interface.

Which challenges did you observe among the operators facing the introduction of new technologies?

The flexible cell developed by the BFH with Auto-Mate Robotics.

The challenge of introducing new technologies for operators involves managing several different fears. Firstly, they must cope with apprehension related to the fear of the unknown, as none of the employees interviewed has professional experience using collaborative robots. They also must deal with the fear of their skills being devalued, losing their jobs, or experiencing disruptions in their work habits that could impact their performance. To overcome these challenges, we suggest implementing comprehensive training on using the collaborative robot, continuous training, opportunities for some operators to delve deeper into learning technical skills (e.g., programming), and open communication platforms to encourage transparency from the company, dialogue, and understanding.

What are the tools or approaches you used to enable operators to upskill?

To facilitate upskilling of operators, we used a hands-on learning approach. We set up workshops where operators could directly interact with the robot (user tests), solve concrete problems, and progressively develop their skills while identifying difficulties encountered. These workshops also served as a source of information to adapt the robot’s operation according to the needs, expectations, and knowledge of the operators.

Have you noticed any notable changes in the motivation or well-being of operators following their active participation in the project?

The project is not yet completed, so we have not yet gathered all the necessary data to fully measure the impact on the motivation and well-being of the operators. However, preliminary observations indicate positive signs. Interviews were conducted around three axes: professional backgrounds, attitudes towards technology, and perceptions and preferences regarding the use of collaborative robots. The results revealed that operators show an interest in technology and are adapting to its increasing use in their professional lives while expressing apprehensions and fears about an excessive dependence on technology and negative consequences on personal aspects of their lives. Concerning the specific tasks that operators explicitly wished to retain and those they preferred to entrust to the robot, preferences proved to be very individual. Regarding motivation and well-being at work more specifically, being involved from the start allowed operators to express their concerns and they expressed appreciation for being listened to and actively involved in the development of the project, which should contribute to better psychological well-being. During the second workshop, operators also verbalized feeling more comfortable using the robot, having already been confronted with its use during the first workshop. The next series of interviews scheduled for a few months from now will allow us to assess more precisely and comprehensively the changes in the motivation and well-being of operators at work. We hope that these interviews will provide in-depth insights into the long-term impact of their active participation in the project and the use of the collaborative robot.

About the person

Amélie Jeanneret is a research associate in the Department of Economics at BFH. She holds a Bachelor’s degree in Psychology and a Master’s degree in Law, Criminology and Security and specialises in qualitative research.

More about the project

This project was funded by the SNF NRP Program 77 for the human  aspects and by Innosuisse for the technological ones. The project was performed in collaboration with the company Bien Air Dental S.A. The start-up Auto-Mate Robotics will continue the development of the system.  A conference article about the Project is published here.