Partners and Cooperations
| Important Links | Dimensions 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 Shadowing | Flexibilization | Terms of use for Job Sharers | |
| Jobs | Working Circles | Innovation |
| Important Links | Book a Demo | Pricing | Whitepaper | Shop | Jobs |
|---|---|---|---|---|---|
| Dimensions of our Software | Job Sharing | Mentoring | Projects | Job Shadowing | 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 |
Don’t mess with your X: Anyone can manage HR! But what about designing HX?
Employee Experience begins with empathy. If a company’s talent managers really want to understand what experiences people make in the course of their professional life, they have to try putting themselves in their position as best as possible. To feel what they feel. To understand their needs. Only then can they design products that create positive experiences in connection with working in the company.
Wait a second, “Products”?? But employees aren’t customers! Or are they? Read more
Dance to the Algorithm: The Tandemploy Data Check – imitation encouraged
Remember May 2018? That was the month the expansion of the EU General Data Protection Regulation (GDPR) was enacted. Months in advance people were up in arms about what this new regulation would mean for software vendors and email marketing (newsletters). Well, and then May came and went and, surprisingly, life continued in a normal and unexcited manner. Wouldn’t it be great if we could maintain that level of normalcy and calm, while engaging in an even more extensive discussion about data that has the potential to radically change the way we work and live? Let’s dive right in. Read more
#BigIdeas2020: Forget the hype around “Big Data” – from now on let’s build a hype around “Good Data”!
2020 could be the year in which we consistently start using good data to facilitate good work flows. Good, in the sense of “good for everyone” – for companies and their goals, for employees and for society as a whole. But also for the sake of planetary resources. Because a resource-conserving lifestyle is closely related to a working world that allows for the freedom to engage in a responsible and conscience lifestyle outside of work.
How can this be successful?
The simple answer might be: through digitalization. If machines took over more jobs and human work could be automated, then everyone would have more time, right?
Unfortunately, it isn’t quite as simple as that. Read more
Study on knowlegde transfer in companies: Employees want to – but are prevented from doing so by structures
In the summer of 2019, we asked 100 people with and without management responsibility to answer the following questions: How well does knowledge transfer work in your company? What sources do you and your employees use to inform you? How well do you know your colleagues? And would you like to learn more from them? We were particularly interested in whether there were differences between employees with and without management responsibility.
HR means community building! – How to build and maintain an internal community – or two, or 20.
(Employee Communities – Part 2. Get prepared by reading Part 1 here.)
Innovation comes from the community – this was the experience of the Danish company Lego in the late 1990s. Today, 20 years later, we are all naturally active in communities – in social networks, for example. In coworking spaces, good community management has long been regarded as one of the strongest quality criteria. People with digital mindsets are community minded; they think openly and networked oriented.
And what about companies?
If they want to win these people over, they should do the same and rely on networking! By allowing, enabling and – even better – actively promoting the development of employee communities, they open up completely new opportunities for internal interaction, knowledge transfer, and recruiting. Read more
Employee Communities – Part 1: How professionals with a digital mindset work
Denmark, 1998. Lego Mindstorms, a series of customizable and hardware-controllable robots, hits the market. It doesn’t take long for the first adult Lego fans to hack the software and start customizing the robots to their liking. The results are presented on users’ own websites and forums. Lego has two options:
Lego opts for the latter – and thus, unplanned, initiates a customer community.
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Learning Out Loud: “If you want to learn something, start teaching it!” – Interview with Ellen Herschel of the Edutrainment Company
Learning Out Loud: “If you want to learn something, start teaching it!” – Interview with Ellen Herschel of the Edutrainment Company
Ellen Herschel is a Key Account Manager and Learning Experience Designer at Edutrainment Company GmbH. Together with her colleagues, she designs learning solutions for companies. The aim: to enable employees to implement what they have learned from their everyday work and to keep their desire to learn high. In an interview, she explains how this is achieved, how employees learn in a networked way, and how managers create a good learning environment. Read more
People Analytics: Know your team just as well as your customers!
There are two groups that companies probably know pretty well:
Because they pay a lot of attention to both right from the start: target group analysis, sales pitches, customer journey, competitor analysis, tracking, clustering… and so on. The idea behind it: the product must fit 100%! Then we’ll be successful – and better than the competition.
This thinking certainly has its justification. In 1980. Today, it’s outdated. Read more
Putting the Lid on its Pot: How to Start Active Networking in Your Business
People network all the time: getting advice in online forums, communicating with friends in chats, and sharing information that they find relevant on social networks. At the same time, companies still find networking a hard nut to crack. It’s a shame, because everything they need on the path to become networked organizations is clearly already there: people who know how to network (even if they would not call it that in a private context) and who like to do it – but only if doing so makes sense to them. So, what can companies do to initiate the internal exchange urgently needed to produce innovative solutions? Read more
Sharing is caring: This is how knowledge transfer in the company succeeds
A recent study by management researchers Julian Kawohl and Jonas Wieland from the University of Applied Sciences (HTW) Berlin concludes that 64 of the 80 largest medium-sized companies lack digital experience among top management. The scientists examined the lives of almost all managers of the 80 largest German medium-sized companies, including companies such as Rewe, Bosch, Heraeus and Boehringer Ingelheim.
The study thus provides a starting point for active knowledge transfer in a company in two ways: Read more
Make your work visible! – How Working Out Loud works
Agility, knowledge exchange, silo teardown, cultural change, networking: these are some of the major topics in these times of digital change. So it seems natural that we’d find the movement around Working Out Loud (named after the eponymous book by John Stepper) very exciting. But what is this “loud work” anyway? And what exactly does the method have to do with flexibilization, digitization and the dismantling of silos? How can Working Out Loud be implemented? And what does it do in organizations?
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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 New Work? Buzzword or Opportunity?
New Work is definitely a buzzword of our time. It shows up in very different contexts. Sometimes it’s about technology, sometimes about the free choice of workplace and time, and almost always about digital transformation. But how does this change our world of work? And what can New Work do for companies? We clear up the myths and provide short and concrete answers to the question: What does New Work mean exactly?
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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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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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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
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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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.
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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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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Work time is life time – why we do not need work–life balance
Work–life balance has become a trendy phrase in recent years. And you still read and hear about it everywhere – about the balance between life and work. Employees demand it, employers promise it, trade unions defend it and media publicize it. This is a plea against this unspeakable word, which is based on a fundamentally nonsensical understanding of our lives
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Buzzword or Opportunity? New Work in Business
New Work is definitely a buzzword of our time. It shows up in very different contexts. Sometimes it’s about technology, sometimes about the free choice of workplace and time, and almost always about digital transformation. But what exactly is New Work? And what can it do for companies?
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Innovation AND efficiency? Organizational ambidexterity
Digitalization is and remains the hot topic. Every day, there are new articles that report on digitalization trends and strategies, on the opportunities and challenges of change. If companies want to be successful these days, they must take action to be able to handle these changes. It’s a balancing act to keep an eye on core business and innovation at the same time.
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Job sharing for men = flexible and appealing work
Again and again, the topic of job sharing is associated with women; with the re-entry of mothers after parental leave; with the compatibility of work and family life. At the same time, the working model can do much more – and is particularly appealing to men.
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“Stop the Men in Grey” – Jana Tepe in her TED talk about today’s world of work
Be faster, improve your time management and save valuable time. If you take a look at bookstore shelves, you will find that the topic of time optimization is in vogue: here and there, you can eliminate a useless task from your life, delegate tasks or set proper priorities in your date book. The list is long and arbitrary. The paradox is that although this does indeed save time, every single person still has less and less of it. When you dedicate time in one place, it is stolen elsewhere.
In the novel “Momo” by Michael Ende, the “Men in Grey”, who were Time Thieves, mingled unnoticed among the inhabitants of a city and preached thrift as agents of the Timesavings Bank. Gradually, despite saving time, the lives of people became increasingly joyless and unhappy. Only a little girl named Momo recognized the problem and dared to fight against the seemingly overpowering “Men in Grey”.
Inspired by Momo, Jana Tepe talks about today’s world of work in her TED Talk and calls for us to “Stop the Men in Grey! – Start changing the working world today!”
From the hierarchy to the network. Why digitization needs new structures.
Digitization is not something that “simply passes by.” What many may have thought (or hoped?) at the onset has been all too clearly refuted. Digitization is here to stay, it’s advancing – and it’s changing organizations and their business models from the ground up.
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Make your work visible! – Working Out Loud
Agility, knowledge exchange, silo teardown, cultural change … these are some of our major topics. So, it stands to reason that we find the Working Out Loud movement (named after the eponymous book by John Stepper) very exciting. But what is this “Working Out Loud” anyway? And what exactly does the method have to do with flexibilization, digitization and the dismantling of silos?
Read more
Happy Moments: Fundstücke der letzen Zeit
Bei Tandemploy gibt es ein besonderes Meeting: Jeden Montag treffen sich die Teammitglieder und jede(r) erzählt von einem Happy Moment der vergangenen Woche, beruflich und/oder privat. Das ist das Happy Meeting. Statt eines langen Meetings, findet nur eine schnelle Runde statt und alle starten fröhlich und motiviert in die neue Woche. Da wir bekanntlich gerne teilen, zeigen wir hier einige dieser Happy Moments. Heute: Unsere schönsten Fundstücke der letzten Zeit.
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Without projects, there’s no innovation: why companies should rely on their own employees.
Projects, projects, projects! They are a driving force for innovation and change, and defining and developing new projects is vital to every company. In most cases, however, project initiation and project staffing are implemented following a classic top-down approach. This is often complicated, expensive, and does not necessarily contribute to a good working environment. In today’s companies, project initiation and staffing can work differently: direct, simple and driven by people. It’s time for a change.
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Faster, better, digital! Why “digitalization” only works with teamwork.
Digitalization not only determines our everyday (working) life, it is also changing the entire business world. The associated challenges affect all companies: rapid changes and increasingly complex market requirements, strong competitors, and, above all, courageous disruptors who are breaking new ground with new technologies. Every company has the right prerequisites to not be left behind and to shape their own digital transformation. They just have to be recognized and used.
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“Everyone is in the cloud! – But where is the human being?”
Cloud technology is unstoppable and changing the way we work together. But where does the human being end up when more and more data, topics and communication take place in the cloud? And does it make him more expendable – or even more important?
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“The experts you need are already here!”
This is how companies – with their own employees – are getting fit for digitization.
Digitization is unstoppable.
Digitization is unstoppable and one of those developments that certainly will not “simply pass by,” even if some may secretly wish that. It is a megatrend that will not only fundamentally change our way of living and working, but also radically transform business models and business purposes. So, what does it mean for organizations – and how is it related to the second big trend, the flexibilization of working models and structures?
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Changemaker – Job Sharing for Self-Management and Cultural Change
There are a few prejudices that are seemingly inseparable from the term “job sharing.” For one, many people still think that job sharing is simply part time with a new, nicer name. Additionally, this model is consistently assumed to be much more expensive and, above all, more time-consuming than “normal” jobs. It’s high time to show that these prejudices are just that, and demonstrate the added value that job sharers bring to business.
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Everyone can be a mentor!
Everyone has already heard the term mentoring. In practice, it usually refers to a very classic mentoring approach: an inexperienced mentee learns from an experienced mentor – and to be a mentor or participate in a mentoring program, you first have to qualify. “Reverse Mentoring” (old learns from young) is slowly (and complementarily) gaining traction. However, most of these programs are still controlled top-down, and thus not by the mentors and mentees themselves, but by an organizer. It’s high time to clear off the dust collecting on conventional mentoring programs! Read more
Happy Moments: The “Tandem Bears” from Beiersdorf
At Tandemploy, we have a special meeting: Every Monday, the team members meet and talk about Happy Moments – professionally and/or privately – from the past week. That’s the Happy Meeting. Instead of a long meeting, we just go through a quick round, and everybody starts the new week happy and motivated. As everyone knows, we like to share, so starting now, we will be showcasing some of these Happy Moments.
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Do away with positions!
Who actually decided that almost every task, every job, would fit best into a 40-hour full-time position? Who says that? And who can judge that?
Isn’t that an absolutely crazy assumption? Outdated? Generalized? And, on closer inspection, incredibly inflexible? Doesn’t this (hardly ever questioned) assumption of the ideal 40-hour work week mean that we, as an employer, tend to build in too much capacity for tasks that could be accomplished in a few hours – and far too little for those that clearly require more? Doesn’t it also cause us to force people into a scheme that is not guaranteed to be life-phase-oriented?
Can organizations even transition from being elephants to gazelles when they stick to this very basic thought pattern?
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Everything is different! 44 questions about the world of work
I’m reading a book that inspires me to ask more questions. I like questions anyway, but in “Rock your Idea. To change the world with ideas” by Martin Gaedt, one is downright encouraged to ask excessive questions. “Questions bring ideas and change,” it says, and “questioning habits brings new things to the world.” I especially like the statement, “Everything works differently.” Because hey, why not?
The author suggests asking questions at every traffic light, in every traffic jam, in every waiting room, at every imaginable opportunity: 44 in one go. Anyone who does this regularly (practicing questioning, so to speak) increases his question fitness and comes up with completely new ideas. Even a “throw-away question” can make the difference. The chapter ends with a clear request: “Asking good questions is trainable. So, get to practicing!”
I felt directly challenged and tried to go with my gut to ask 44 questions about the world of work, the issue closest to my heart.
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