| Important Links | Modules of our Software | Where does our Software help? | Legal | |
|---|---|---|---|---|
| Book a Demo | Job Sharing | Digitalization | Legal Notice | |
| Pricing | Mentoring | Knowledge Transfer | Privacy | |
| Whitepaper | Projects | Change Management | General Terms for B2B | |
| Shop | Job Rotation | Flexibilization | Terms of use for Job Sharers | |
| Jobs | Working Circles | Innovation |
| Important Links | Book a Demo | Pricing | Whitepaper | Shop | Jobs |
|---|---|---|---|---|---|
| Modules of our Software | Job Sharing | Mentoring | Projects | Job Rotation | Working Circles |
| Where does our Software help? | Digitalization | Knowledge Transfer | Change Management | Flexibilization | Innovation |
| Legal | Legal Notice | Privacy | General Terms for B2B | Terms of use for Job Sharers |
#ChangeAgent Sebastian Kolberg – Change through collaboration and trust
Sebastian Kolberg is the Change Manager for Digital Transformation at Bayer AG. In this role he supports people and teams to journey together and shape digital transformation. As a #ChangeAgent, he is particularly interested in promoting collaborations, establishing trusting networks and jointly challenging the status quo with a view toward the customer. Good reasons to introduce him here.
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“Silo-free work at eye level” – HASPA relies on networking
Dr. Elisabeth Keßeböhmer & Nicole Vogler
The world is becoming more complex every day, and organizations are facing the challenge of responding smartly. In particular, the banking industry is strongly affected by change and urgently needs to reorient and innovate. While many banks in Germany appear uncertain and are on the decline, Hamburger Sparkasse relies on good networking and is thus definitely one of the pioneers in the banking industry. With the introduction of the internal Tandemploy software as an internal networking platform (christened “FlexWorkz”), they show how flexibilization and networking can look in a modern working environment. They use Tandemploy software to better network all employees and pave the way for new modes of working. Within HASPA, employees can now easily find job sharing, knowledge sharing (expert knowledge and career tips), reverse mentoring and lunch dating. We talked with Dr. Elisabeth Keßeböhmer (Head of Human Resources) and Nicole Vogler (HR Manager & Project Manager for Tandemploy SaaS at HASPA) about the great importance of networking in the context of digital transformation, their tool “FlexWorkz,” and their first success stories.
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#diversitymatters – “Much more has to happen here.” Interview with Ninia LaGrande
© Simona Bednarek
Ninia “LaGrande” Binias (* 1983) lives and works in Hannover. She writes for various media, hosts events and acts as a slam poet. She moderates her own TV and podcast formats and is a regular guest at cabaret and comedy shows. She also writes columns and articles for various newspapers, magazines and online portals, including RND (RedaktionsNetzwerk Deutschland), Missy Magazine, and leidmedien.de. Additionally, Ninia moderates congresses, events, festivals and numerous other formats live or in front of the camera. She is the managing director of the Büro für Popkultur GmbH (Department for Pop Culture), which was honored in 2017 as the “Creative Pilot of Germany.” She volunteers as the chair of the the Advisory Board on how to promote Hannover to become Capital of Culture 2025. Ninia is also an active feminist and has been working for inclusion for many years. All good reasons to talk with Ninia about diversity in the world of work. Read more
It’s a Match – Why We Need More “Tinder” at Work
We live in a networked world in which everything is interconnected. We have unlimited opportunities to connect with people around the globe, to find like-minded people and an expert for everything. Professional cross-company networks such as Linkedin allow us to make contacts around the world, around the clock. Why are we still so badly networked within companies? And how can internal organizational silos be reduced? Here’s why networking is the key to almost all processes of digital transformation, and what we should all do more of to improve our careers:
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What is job sharing? The most important facts.
Job sharing is a flexible work-time model in which two or more employees share at least one full-time position. They work very closely together as a team and together determine their working hours and tasks for themselves. But how exactly is this different from part time? What variations are available and for which industries is the model suitable? We have summarized the key job sharing facts, how you can apply as a tandem, and which first steps are important.
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New Collar – Working together with all employees to shape digital transformation
Today, all organizations are intensely occupied with digital transformation occupying to at least some degree, and one may assume that it has thus already reached all company areas. However, this is not the case: the debate about digital transformation and New Work is almost exclusively conducted from the perspective of white-collar employees. But what about production areas? Where does this leave blue-collar employees? Are they not also affected by the change – maybe even more than desk and knowledge workers? And doesn’t digital transformation offer the chance to completely redesign and shape the world of work and jobs (new collar!)?
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Flash organizations: matching optimal teams
In this time of social media platforms, a new term comes up every now and then: flash organizations. Very briefly, flash organizations are temporary companies that can be used to quickly and effectively implement complex projects. To do this, optimal teams with the right skills are put together within a very short time. Sounds exciting. It’s reason enough to take a closer look at the “flash organization” model.
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Four-day week and Co. – We work so flexibly!
At our Berlin office, we work with the highest degree of flexibility – and think in terms of tasks, not in fixed positions. We are always trying new forms and formats of work and trying every day to live what we preach to the outside world. In our 30-member team, all colleagues work in flexible work models. Currently we have three job-sharing tandems, four interdisciplinary project teams, five freelancers and 12 colleagues with a four-day week. We want to introduce some of them today and explain why we do what we do.
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When corporate managers and startup founders change the world of work together.
The best software in the world can only change organizations as much as people and culture allow. That is why at Tandemploy we do not only believe in the tandem principle when it comes to our job: through our new partnership with nextexitfuture, we’re changing and guiding companies sustainably – and with their cumulative startup and corporate experience. Together, the 8 founders of nextexitfuture have an impressive 160 years of experience in large companies: in top management, on executive boards and supervisory boards, and as investors. They know big hierarchical constructs, silo mentality, and the “but culture” of some internal stakeholders like the backs of their hands.
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Sustainable work is networked work – Interview with Inga Höltmann
© Axel Kuhlmann
Inga Höltmann is an expert on cultural change in business, New Work and digital leadership. She is the founder of the digital leadership academy “Accelerate Academy,” a platform for New Work and learning, and a trained business journalist. She also writes a popular newsletter and is a podcaster. All good reasons to talk to her about sustainable work and New Work.
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Insights and Inspiration – Job Shadowing at Tandemploy
Livia Freudl is Vice President of HR and Global HR Business Partner Control Products at Siemens. She also works on International Project Management, Talent Management, Team Leadership, Coaching, Change Management, Diversity and Inclusion. Since she’s interested in New Work, Livia job shadowed for two days with Tandemploy in mid-December. We talked with her about her motivations and definition of New Work.
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Trust is the key – Flexible work at Schneider Electric
The Talent Acquisition DACH Team & Jana Classen-Heizmann and Verena Schrahe-Bueth
Schneider Electric is a leader in the digital transformation of power management and automation in homes, buildings, data centers, infrastructure, and the manufacturing industry. This Tandemployer is committed to innovation, sustainability, and diversity. Flexibility also plays a big role. Key components include a flexible workplace, a flexible, integrative work environment, and flexible working hours.
Jana Classen-Heizmann and Verena Schrahe-Bueth planned a classic job share at Schneider Electric in early 2018, but then Verena got pregnant again. Without much ado, things were pragmatically and flexibly rescheduled: Jana took over as Head of Talent Acquisition DACH, while Verena worked very closely with her as a project manager. Until recently, both worked with the Talent Acquisition Team on the ideal “candidate experience” and transformed the recruiting field – part time and with a lot of responsibility. At the moment, Verena is on maternity leave, so we talked with Jana about flexible working, Flex@Work, and the corporate culture at Schneider Electric.
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Leadership in the time of digitalization
Globalization, demographic change, skills shortage, technologization, automation – external factors have changed the demands on companies and thus on managers enormously. But what does that mean for managers? How must leadership look today and in the future? Which leadership do companies need for digital transformation? And what about digital leadership?
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The new Tandemploy format: Yellow Couch Talks
What role do networks play in digitalization? How can the digital transformation be designed effectively and how can employees be helped along the way? What else is there to digitalization apart from the buzzwords? And do we really still need HR?
Every day, we get many exciting visitors at the Tandemploy office. So, we thought we would invite these digitalization experts, role models, New Workers, digital leaders and difference makers to our Yellow Couch and ask them these and other questions. Yellow Couch Talks – our new Tandemploy format for inspiration, questions, and discussions.
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For more diversity in the world of work – The Diversity Charter
We signed the Diversity Charter in September 2018 and are very excited to be part of this wonderful and important initiative. In this article, we explain the goals of the Charter, why we are part of this initiative, and how important diversity is for businesses today. Read more
How-To: Organize Your Everyday Job-Sharing Life
How many hours do you actually work in tandem? Is someone there every day? Are there two e-mail addresses or only one? And business cards? How do we reach agreements? How do we organize our appointments? Many job-sharers ask themselves these or similar questions at the beginning of their tandem work. Therefore, in our how-to article, we cover how to ideally organize tasks, time management, and communication together.
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Work–Life–Dance – Flexibility at Brand L.
Brand.L is an agency for brand staging from Munich. In January 2018 they introduced their new flexible working (time) model in a test phase. From the rigid system to the variable model. More confidence, less control. That sounded so exciting that we talked with Managing Director Thomas Brandl about the outcome of this experiment and how things are going now.
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Skill Management – Benefits, Challenges and Applications
Knowledge is an important topic when it comes to digital transformation in companies. Good and continuous knowledge transfer brings many benefits and can provide a competitive advantage. Similarly, conscious use of the knowledge and ability of employees is playing an increasingly important role. What knowledge already exists in your company? What skills are there? Which ones do organizations need in the future? And how can they be used strategically? A systematic skill management plan can offer solutions.
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Our video for Tandemploy SaaS – New work does not fit into old patterns
The digital transformation poses major challenges for companies; the requirements for internal organization and collaboration are changing. Our Tandemploy SaaS offers solutions to the most important problems. And our wonderful new video shows what these solutions look like:
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Swapping, Shadowing and Co. – The different types of job rotation
Job rotation can help to turn young employees into managers, offer long-term colleagues a change in their daily work and promote internal knowledge transfer. Job rotations are not all the same, however. There are different types. What exactly is shadowing? And what is the difference between swapping and observing? Here, we’ll shed some light on the darkness.
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Peer Learning – Rediscover Learning
In times of digitalization, learning has taken on a whole new meaning for the working world. And there’s more: future-oriented work means, above all, lifelong learning. But what does learning mean today? And how can learning support more effective and collaborative teamwork? Time to take a closer look at some learning models. Today: peer learning
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Get out of silos! Competitive advantage through knowledge transfer
Knowledge transfer is currently one of THE topics when it comes to digital transformation in companies. At the same time, dealing with knowledge is also a big challenge. Increased flexibility, higher turnover and greater complexity make companies more vulnerable to a loss of knowledge. Therefore, a good, continuous knowledge transfer has many advantages.
Get out of silos!
Flexibility and collaboration are essential for holistic digitalization. However, neither are not possible in silos. Much of the knowledge lies in the minds of employees. So how can knowledge transfer take place when employees work in their own silos? They need structures and ways of working that not only allow creative, innovative and free thinking, but actively promote it. In companies, therefore, one’s own digital transformation always begins with the successful networking of employees and a flexibilization of the work models and structures – which thus enables a lively transfer of knowledge.
Advantages of good, continuous knowledge transfer:
All these aspects also mean that companies can save time and money. In-house knowledge transfer is therefore worthwhile at all levels: relevant knowledge remains within the company, and employees can work together in a more collaborative manner and complement each other optimally – thereby promoting the ability to innovate. New colleagues find it easier to familiarize themselves and knowledge is available more quickly to all employees.
Although these sound like good arguments, you might still need some help with the implementation.
Here’s the good news upfront: every company already has an incredible amount of knowledge, creativity and innovation potential. What’s missing are spaces to share knowledge, to open and connect silos, and to foster a lively exchange of expertise and ideas. With our Tandemploy SaaS, we connect this valuable and existing knowledge within your company – and support you in your full potential development.
“Diversity, Courage and Ambassadors” – Interview with Tijen Onaran
© Hendrik Lüders
Tijen Onaran is a businesswoman, presenter and speaker. With startup affairs, she advises companies on PR and publicity, as well as on building and maintaining communities, and, with her Global Digital Women initiative, is committed to the networking and visibility of women in the digital industry. In addition, Tijen Onaran regularly publishes as a member of the Handelsblatt Expert Council, as well as a columnist for Lead Digital. She has been appointed to the Faculty Board for Digital Leadership of the Management School St. Gallen and to the jury of the Digital Leader, Corporate Culture and PR Report Awards. Before becoming self-employed, Tijen Onaran worked for members of the European parliament and the Bundestag, the Federal President’s Office, and for associations and a university in leading positions. In the interview, we talked about New Work, “tomorrow’s world of work” and the key skills needed in a digital and connected world.
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Reverse Mentoring: When the leader learns from the newcomer
In mentoring, experienced workers typically help their less experienced colleagues using their knowledge and help them to develop professionally and personally and achieve their goals. Mentoring is very versatile – but what if you tried it the other way around? What if it weren’t the more experienced, older person who passed on their knowledge, but vice versa? This is where reverse mentoring, in which the senior is coached by the junior, starts.
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#ChangeAgent Christine Müller from Gärtner Datensysteme – Trust instead of mistrust.
At Gärtner Datensysteme GmbH & Co. KG New Work is “old news.” Since their founding in 1992, they have been thinking of many New Work principles organically and without using such labels. Of the 16 almost exclusively male (!) employees, 9 work part-time. Part time near to full-time, home office, a 4-day work week, a consistent salary level and various open-space formats – these are all standard at Gärtner. In addition, there is no classical budgeting and no target agreements; numbers are communicated transparently and decisions are made during collective conversations. These are some of the many good reasons to introduce Christine Müller and Gärtner Datensysteme here as #ChangeAgents. We talked to Christine – a partner at Gärtner Datensysteme – about prejudices against part-time work, New Work and the new world of work.
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