Our Journey to Hybrid Work
Intro
In the summer of 2022, we made the decision as a company to completely transform the way we work: since then, responsibility for on-site presence has been placed in the hands of individual teams. This shift was preceded by a process of reflection and change that we experienced and shaped together within the company.
Teresa Hertwig, founder and managing director of GetRemote, is a highly regarded expert in remote organization and leadership. Her consulting firm supported us on our journey. Together with her, Jan Kittelberger looks back in this interview at the decision-making process and shares insights into the exciting path the company and its employees have taken toward a fully hybrid working model.
What Does Kittelberger Do?
At the beginning of the conversation, we talk about who we are as a company—what we do and how big our team is.
"We offer a broad portfolio in media information management and IT—and still have strong expertise in prepress."
Situation Before the Collaboration
Why did Kittelberger and GetRemote come together around the topic of “mobile working,” and what was the situation like before the collaboration?
"The way we had worked so well together on-site had to change in 2020—and that worked out far better than expected. Still, we wanted professional support for the process."
The Greatest Challenges
What were our biggest challenges on the path to mobile working, and why did we seek external support?
"We’re initiating the biggest transformation in how we work and collaborate since our company was founded—and we don’t want to overlook anything."
Ground Rules and Team Code of Conduct
Our teams first developed “ground rules” for hybrid collaboration—here’s why that was important.
"It’s about finding consensus for a hybrid work model—and people’s needs can vary greatly. Developing team rules really fostered mutual understanding."
Why Remote Work Works
Why remote work was so successful—and what that meant for the further development of our approach.
"Step by step, we were able to expand remote work—thanks largely to how responsibly our team approached it."
How Team Decisions Differ
As a company, we’ve defined that office presence should be purpose-driven. Depending on their area of responsibility, teams made joint decisions—based on needs and context—on how to organize their collaboration.
"Some teams are in the office four days a week, others meet every three weeks—although some members are always on-site."
Remote Work in Job Interviews
During the application process, we show how we think and work—and hybrid work is a key part of that.
"For applicants, having the option to work in a hybrid model is often important—and that’s exactly how we work."
Impact on Talent Acquisition
How has remote and hybrid work influenced talent acquisition?
"We now search within a wider radius and have completely adapted our onboarding process."
Impact on Project Work
How has hybrid work affected project collaboration?
"Overall, our new way of working has had a positive impact on project business and collaboration!"
How Does Knowledge Transfer Happen?
How knowledge and expertise are shared between employees—both on-site and remotely.
"Where knowledge transfer used to rely heavily on in-person presence, we’ve now established additional ways to share knowledge in a hybrid setup—such as a digital learning platform."