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As one of the most energy-intensive sectors, the manufacturing industry is strongly affected by current economic, ecological and political issues and is increasingly looking to reduce its energy consumption through effective management. One important component of energy management is monitoring, which can be improved by using the Internet of Things (IoT). This study aims to identify the factors behind the adoption of IoT energy monitoring systems in manufacturing industries and IoT’s impact on consumption in this context. Moreover, this study explores what constitutes successful implementation and develops recommendations on how companies can best use the generated energy-saving potential.

For this purpose, an exploratory, inductive research approach is taken in which five semi-structured interviews with IoT energy-monitoring platform providers located in Germany are conducted and additional documents about these platforms are analysed.

Based on these interviews and documents, this study defines the relevant factors involved in the increased adoption of IoT energy monitoring systems as desired cost reduction, regulatory requirements and customer expectations. Once implemented, a company’s energy efficiency potential strongly depends on its individual situation; however, the transparency characteristic of IoT supports managers in deriving effective energy-saving measures. Additionally, the used efficiency potential is influenced by the level of data collection and organisational capabilities.

To the best of the authors’ knowledge, as the first study, this research combines findings from the energy management and IoT research streams and places them into an organisational context. The application of the fit-viability model as an overarching framework enhances the theoretical contributions of this study. Moreover, focusing on Germany and its substantial industrial sector enables the gathering of important insights and the analysis of the specific use case of industrial IoT, which yields new findings for practitioners as well.

Over the past few years, scholars have examined new ways of working from various perspectives, with a significant increase in studies during the pandemic period, when remote work – supported by digital technologies and platforms – became imperative for many companies to protect the health of both the local community and employees. It also served as a solution for businesses to maintain operations and continue delivering products and services to customers. In the post-pandemic period, the new working reality has evolved into a complex concept grounded in variables such as work flexibility, digitisation, innovation, sustainability, collaboration, social inclusion and the equitable treatment of all categories of employees. The purpose of this paper is to identify the elements that can impact employees’ satisfaction with the new normal in working arrangements, as well as to understand whether workers’ socio-demographic characteristics and the organisational context influence their level of satisfaction.

The methodological approach is based on cluster analysis with random sampling. Initially, a tool for assessing workers’ satisfaction with the new way of working was developed based on a literature review, identifying eight key areas of influencing factors. This tool was subsequently updated and refined through focus groups, expert evaluation and a pre-test. Based on participants’ responses, satisfaction scores were analysed using a Likert scale in relation to various variables. According to the scores obtained, a cluster analysis was conducted to identify different segments of workers within the sample.

The study’s findings reveal six distinct clusters of employees, each exhibiting different levels of satisfaction with new normal work arrangements. These clusters offer a detailed perspective on how various groups experience and perceive flexible work models, reflecting a spectrum of needs and preferences within the workforce. Key sources of dissatisfaction include inadequate digital tools and physical workspace options, as well as some difficulties in maintaining work–life balance. By addressing these specific issues through targeted interventions, organisations can significantly enhance overall satisfaction and engagement. These insights are particularly valuable for HR professionals seeking to optimise employee well-being and productivity in hybrid or remote work environments.

The research presents certain limitations, primarily due to its focus on a single country – Italy. This constraint may limit the generalisability of the findings to other national contexts. Future research could explore the impact of different contexts – such as national, regional and organisational factors – on employee satisfaction with new ways of working. In addition, it would be valuable to examine the significance of each identified factor affecting worker satisfaction, as well as to investigate variations in the importance of these factors among employees of different genders, ages and job positions. Such studies would provide deeper insights into how diverse demographic and geographic factors shape workers’ experiences and perceptions of remote and flexible work arrangements in the new normal.

The findings of the study can be useful for HRM when implementing new ways of working to achieve maximum satisfaction and better performance of employees.

At the time the research began, no tools validated in Italy for measuring workers’ satisfaction with the new normal work arrangements were available.