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All you need to know about the People area

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Company Culture

Was tun, wenn’s kracht?

Wenn Konflikte im Job auftreten, geht es meistens darum, dass sich mindestens eine Person an dem Verhalten oder der Meinung einer anderen Person stört, dies mit dem Gegenüber nicht bespricht und die Bewältigung der gemeinsamen Aufgaben immer mehr beeinträchtigt wird.

Die Expertin Katharina Yombi erklärt, wie man Konflikte im Unternehmen lösen kann.

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Scorecards in recruiting

A successful recruiting process looks something like this: A good number of applications come in and, among them, you find the perfect candidate. The new employee is happy with their tasks, the team is happy with the match professionally and on a human level, and the company management is happy because the recruiting process didn’t consume too much time and resources (e.g., due to miscasting).

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Investor, serial founder, business angel: 7 questions for Dr. Steffen Zoller

In the world of online startups, he is known for founding not only one but multiple successful startups. Dr. Steffen Zoller specializes in social impact startups and has co-founded, amongst others, Pink Summits, a climbing platform that advocates for LGBTQ+ visibility. We asked the serial founder, adventurer, and dog lover seven questions. Here are his answers.

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From gut feeling to diversity: 7 questions for Milena Glimbovski

Many know Milena as the founder of "Original Unverpackt," which opened its first store in Berlin back in 2014. Since then, grocery stores all over Germany have enthusiastically replicated/imitated the practice of selling groceries unpacked. In late 2015, together with Jan Lenarz, she launched the publishing house "Ein guter Verlag," which publishes books and calendars on the subject of health, including the best-selling calendar "Ein guter Plan." In 2019, Milena was named Entrepreneur of the Year by the Berlin Senate. More notably, the US business magazine Forbes featured her as a promising personality in the "Retail & Ecommerce" category of its 2020 “30 Under 30 Europe” list.

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People Management

Why HR: When do I need a people manager?

Applications are getting left behind.
Or possibly already piling up in your email inbox. You might think to yourself, "Well, new applications keep coming in, so it's not that urgent." Let me tell you: good candidates never stay on the job market for long. If you're not fast enough, someone else will be for sure. That's why you should respond to applications promptly. And if you don't have the time, hire someone who does.

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Exit, Alumni: Ciao (for now)!

The sixth station of the Employee Lifecycle covers the phase from the official termination to the final departure of an employee from your company. The exit or offboarding process starts from the moment the notice of termination is given verbally or submitted. This process should be equally appreciative for everyone, regardless of the circumstances that led to the termination.

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Development & Retention: Employee retention for winners

A certain amount of turnover in a company is normal - and even good. When new talent joins, they always bring a breath of fresh air. As with anything in life, it's about striking the right balance. But even if a termination is linked to not-so-positive causes, you should try to make the best of it.

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Attraction, recruitment, onboarding: how to attract top talent

The employee lifecycle refers to all the stages that employees pass through in an organization. It begins with presenting the company as an attractive employer on the job market in order to attract the attention of talented employees. It continues with recruitment and onboarding. In the first part of our series of articles "The 7 Stages of the Employee Lifecycle", you can find out what is important in these first three stages of the employee lifecycle.

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People Management

3 steps to a successful people strategy

A good people strategy is a framework, a vision, and a set of goals with specific actions that revolve around employees. Among other things, it is about fostering engagement and retention, identifying needed competencies, and attracting new talent. Above all, however, it is about shaping an appreciative and positive corporate culture. With a result that impacts productivity: People who feel seen and valued, and enjoy working in a company are proven to work better.

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