| 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 |
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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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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What effects does the GDPR have on companies? Marco Tessendorf in an interview
Since May 25, 2018, the EU General Data Protection Regulation (GDPR) has been in effect. Many companies are affected by these new legal regulations. There are still questions in many places. To get a better overview of the changes, apart from hard-to-understand legal explanations, we spoke with Marco Tessendorf, external data protection officer and director of procado Consulting, IT & Medienservice GmbH from Berlin.
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Sustainable work through lifelong learning – Interview with Magdalena Rogl
Magdalena Rogl heads the department of Social Media and Internal Communications at Microsoft as Head of Digital Channels. Her passion is to connect people and build networks. She is a mother of four children and is committed to the topic of work–life balance and digital education. As a lateral entrant (she is a trained educator), Magdalena can also tell exciting stories about the importance of lifelong learning. We talked to her about mentoring, sustainable work and her view on digital transformation.
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Flexibility means freedom – job sharing at Stonehedge
Nedeljko Prodanovic (Managing Partner)
Stonehedge Beteiligungsgesellschaft mbH is a real-estate developer based in Berlin and its group of companies includes all types of skills, from acquisition to sales. They believe in flexible working and an open culture. We talked to Nedeljko Prodanovic about flexible working models, his wishes for their first tandem position, and the corporate culture of Stonehedge.
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Breaking through silo structures, increasing efficiency and motivation – with social collaboration
Digital forms of communication and collaboration are becoming increasingly important in the current climate of digital transformation. In addition, social collaboration is an important prerequisite for a successful digital transformation. This is demonstrated by the results of the “German Social Collaboration Study” by the management consultancy Campana & Schott and the Department of Business Informatics at the Technical University of Darmstadt. What opportunities are there in social collaboration? And why are knowledge transfer and silo removal so crucial?
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Live what you preach! How we work at Tandemploy.
Tandemploy develops software that purposefully and cleverly networks people and knowledge in organizations: to facilitate the sharing of knowledge, to work collectively to make flexible forms of work a reality, and to support digital transformation in companies. But we always try to live what we preach to the outside world. How else could we credibly and effectively make organizations more flexible and use our solutions to inspire a more agile working world?? Small companies like us especially have the freedom and opportunity to act quickly, to be brave and to try new things. Who, if not us, can live “new” work and initiate social change? Who, if not us, is responsible for tomorrow’s work environment, which in the best-case scenario starts today?
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