The concept of "new work" is introduced as a response to rising workplace stress and burnout, aiming to improve employee retention and attraction.
The company reduced the work week to 36 hours by eliminating "all-in" contracts, shortening standard meeting times, and using OKRs to maintain output.
A successful remote-first culture with unlimited vacation relies on a foundation of trust, reinforced by a mix of large annual offsites and smaller, regular team gatherings.
To encourage voluntary office attendance, the workspace was redesigned with different work zones and employee-led "squads" were empowered with budgets to make improvements.
A new salary model provides transparency and predictability by using a five-part formula based on a base rate, field, salary third, company success, and loyalty.
Employees can choose their own benefits or take the cash equivalent, while gamified, role-specific development plans provide a clear path for career progression.
New work initiatives are most effective when they are connected to a clear and inspiring company purpose that guides all activities, from benefits to client events.
The discussion covers how to balance trust with performance management to maintain psychological safety and how OKRs are used to measure productivity.
Sensory-Minds GmbH
Offenbach am Main, Germany
20:14Mathilde Verlaine & Barbara Pirrera
29:14Sarah Ketteler, Tobias Stahl & Kerstin Lange
31:59Robindro Ullah
18:22Julia Schroeder, Dennis Schmidt, Stefan Menschner & Tabitha Kleine
36:39Rudi Bauer & Gina Schinkel
58:18Kit Barclay & Jake Levine
31:37Oliver Winzenried, Cathrin Möller, Alexander Lichter, Mario-Leander Reimer & Tanja Ulianova
49:14Rudi Bauer & Bianca Errigo
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Jobs that call for the skills explored in this talk.
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Franklin Institute of Applied Sciences
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Franklin Institute of Applied Sciences
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