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Aktuelle Forschung zeigt, dass die digitale Transformation (DT) je nach Lebensphasen und -umst\u00e4nden unterschiedlich auf Mitarbeitende wirkt. Entsprechend ben\u00f6tigen Betriebe Kenntnisse dar\u00fcber, wie die DT Mitarbeitende beeinflusst, um hierauf angemessen reagieren zu k\u00f6nnen. Reifegradmodelle, die Unternehmen bei der DT unterst\u00fctzen, bieten die M\u00f6glichkeit, die aktuelle Situation und Potenziale objektiv zu bewerten und dadurch Bereiche wie das Wohlbefinden der Mitarbeitenden und die Offenheit f\u00fcr Ver\u00e4nderungen leichter zu identifizieren und gezielt zu verbessern. Allerdings werden diese mitarbeiterorientierten Aspekte in bestehenden Reifegradmodellen unzureichend ber\u00fccksichtigt, da sie bisher zumeist auf betriebsspezifische Aspekte wie Offenheit f\u00fcr, Verstehen von und Wissen zu Ver\u00e4nderungen sowie F\u00e4higkeiten zur Bew\u00e4ltigung von neuen Aufgaben abzielen.<\/jats:p>\n          <jats:p>Dieser Beitrag stellt neue Reifegrad-Dimensionen vor, die das Potenzial des Mitarbeitenden-Wohlbefindens mit einbeziehen. Zur Identifikation und Beschreibung der Dimensionen wurden bestehende Reifegradmodelle aus dem Handwerk und Literatur zum Thema DT und well-being analysiert. Das daraus entstandene partielle Reifegradmodell wird durch eine Expertengruppe aus dem Bereich Handwerk evaluiert. 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