Laura Kuhlmann

BERlean IN Circle 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗣𝗮𝗻𝗲𝗹 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝗼𝗻: 𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗢𝘂𝗿 𝗟𝗶𝗺𝗶𝘁𝘀 𝗮𝗻𝗱 𝗥𝗲𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗪𝗼𝗿𝗸 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 The Lean In evening on burnout at Scout24 SE wasn’t just informative—it was a reality check. It wasn’t the usual conversation about stress; it dove deep into what burnout looks like when it’s lived, and how we, as a society, need to do better. Fabienne opened with a clear breakdown of burnout’s stages, but what hit hardest were Kazia's and 🥙Abdo’s personal stories. They didn’t just describe burnout—they showed us what it feels like. Kazia’s analogy stuck with me: “If your leg is broken, you rest and let it heal. But with mental health, we push through until we completely break.” It made me realize how different we treat mental pain from physical pain—often ignoring it until we’re too far gone. Abdo’s story mirrored this struggle. He was deeply frightened to be seen by his work as "a broken man" who is no longer capable of handling his previous responsibilities. "You are not a broken human if you suffer from mental health issues." But what was most relieving, especially as a people leader, was Fabienne’s candid explanation of who is truly responsible for addressing burnout in organizations. It’s not just on managers or team leaders, but the responsibility of those 𝗮𝘁 𝘁𝗵𝗲 𝘃𝗲𝗿𝘆 𝘁𝗼𝗽. “The responsibility lies with the owners and shareholders because they are the ones making the key decisions. It’s their job to ensure that healthy systems are in place from day one—because healthy is sustainable, and ultimately more profitable. If the CEO doesn’t buy into it, or the shareholders don’t care, nothing will get realized that actually matters.” People leaders can do everything in their power to support their teams, but if the company’s structures and values don’t align with promoting employee well-being, change will never take root. Fabienne also pointed out that companies often treat people like machines, planning workloads as if humans can perform at 100% every day. “We are cyclical creatures,” she said. Some days we perform at our peak, and other days we need rest—it’s simply part of being human. Yet, organizations often don’t account for this natural rhythm. Budgets and capacity plans are created with the assumption that people won’t get sick or need breaks. It’s this kind of thinking that drives burnout. Julia’s moderation let the conversation breathe, creating space for the raw emotions in the room. We didn’t just talk about burnout as a concept—we felt it, and that built a deep sense of empathy. Oliver S.’s BE LIGHT Now GmbH mediation app demo was brilliant, but what touched me most was seeing him later at the train station, quietly handing out leftover food to the homeless. No big announcements—just kindness in action. It was a reminder that compassion should always have a place in our busy lives. #MentalHealth

27

2 Kommentare

💬 "𝗛𝗼𝗽𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆!" - Bam! That was just one of the powerful quotes from yesterday's BERlean IN Circle event on 𝗠𝗮𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻𝘀. I still cannot find the right words to capture the magic of the evening and the incredible quartet on stage! Let me at least summarize my learnings from our amazing speakers: 🔸 Ebony Simone Morczinek, CFO at Blacklane "Everything in life starts with a thought. Our thoughts create this reality. So please envision your future. And think big in numbers." For Ebony, it’s 10 million. Her presence transforms every room into a cathedral. She embodies what it means to deserve space and be confident. Her biggest advice still gives me goosebumps: "Know your trauma before you enter a negotiation!" 🔸 Dr. Martina Pesic, Negotiation Expert This woman is obsessed with negotiations. She wrote her diploma and PhD on negotiation. You can even book her for "shadow negotiation." Her key advice: Be prepared and know your tactics. She empowered us women (and male allies) in the room: Don’t introduce numbers too early before you’ve sold your value. A number is like an anchor—the first number sticks. 🔸 Stefanie Voss, Leadership Coach She is truly an adventurer; Stefanie sailed around the world! Her claim is: be a pirate, not a princess when entering negotiations! Pirates have one core superpower: Audacity! It’s the conscious decision to move beyond fear ("I don’t dare to..."), shame ("What will people think..."), conventions ("The status quo..."), and rules ("This is how it is done"). I loved how she provided concrete examples of how to train your audacity with tiny habits. For example, walk up to a policewoman and thank her for keeping us safe during the European soccer cup. 🔸 Coco Decrouppé, Leadership Coach 🥅⚽️👩‍🏫 Coco is from Austria, and she chose to spend time with us rather than watch the Austrian soccer team win last night! What a coach! She introduced us to her 'The Soccer Field Model©️,' a tool she developed to understand the driving forces in negotiations. What I will never forget: Negotiation starts with Level 1: focus on myself! If I don’t care for my emotions, I won’t set clear boundaries. Kudos to our moderator 🎤Antje Venjakob, who orchestrated the evening with such a lovely flow! A huge thank you to Blacklane and in particular Brenda Omari & Abigail Pfeiffer for hosting this event. It was great for many women to connect with Cindy Rubbens CHRO of Blacklane, too! Team Power: Thanks to Agata G. & Julia Teubert (she/her) for being enablers in organizing the Lean In events! 🎉

67

21 Kommentare

Create an ‘Ask Me Anything’ round for your candidates. That is my biggest takeaway from my day at OMR. So many companies are running interviewer led/top down processes. In a competitive hiring market, this isn’t enough. Have the candidate interview you. It will: - Offer more transparency - Build more trust - Symbolise servant leadership - The candidates line of questioning will tell you a lot 😉 - Align leadership on strategic goals - Gain an edge on your competition Try it, it works.

16

2 Kommentare

How do managers perceive productivity in flexible work environments? Do they see any impact on their teams? And what challenges are they facing daily to maintain a satisfactory level of productivity? 🤔 We answered these and other questions in our latest research on productivity in hybrid work teams. We interviewed managers across DACH and EN-speaking regions and collected data to understand better how leadership approaches the productivity conundrum. With invaluable insights from HSM Advisory's Managing Director Harriet Molyneaux, we explored how the concept of productivity has evolved and why hybrid is still the best option for modern workplaces. 📊 Some key stats: - Over 65% of managers (DE/EN) observed higher productivity with hybrid work, and 42% are highly confident in maintaining the current level of productivity. - Collaboration and communications are the biggest challenges in hybrid work setups (30% of DE respondents). Ready to learn more, optimize your hybrid strategy, and boost your team's success? 💡 🔓 Unlock the free, full research report to discover actionable strategies. 👉EN version: https://lnkd.in/dN-FkAPT 👉 DE version: https://lnkd.in/d5kDNbUn #hybridwork #productivity #leadership #workplaceinnovation

21

The (business) world started moving a whole while ago towards more #data-informed assumptions and decisions. And it seems that HR/TA/People is catching up. But what does it mean to work data-driven in our function? Looking at sickness share and churn from now and then is a yesterday's story. What we need to move towards is finding causations, correlations and interdependencies between all the areas: from usual workforce management data, to engagement, performance, hiring process, onboarding, offboarding, org structure and benefits & comp data. And the amazing tool that the team at peopleIX is building, can help you to do exactly that ⛵ HR colleagues, check it out! #peopleanalytics

13

Leadership is easy if it's just "yes" and "good job". But, how to communicate a "no"? Take denying Franz's (Happiness Manager at snapADDY GmbH) ask for Breakfast: I know that Jochen Seelig or Luise Seelig already provided breakfast. That morning I had no Skyr to spare. Torturing Franz with the allure of finishing my plate was no option. So I needed to communicate clearly that there was no breakfast to be had. (Something he likely wouldn't tolerate) Here's how to handle Nos: - Understand the intention behind the question/action - Communicate clearly and in a way the other person understands - Address their concerns - Let them be disappointed - Differentiate specific decisions from the grand scheme of working together Here's what I could improve upon: - Do not show your surprise if a "no" is accepted - Do not laugh while communicating your denial - Make sure no one else will overwrite your decision (in this example provide food - looking at Melanie A.) Also of note, while he is a great employee, Franz hates listening to anyone other than his direct bosses. So, big win for me. #leadership #sales #dog

41

3 Kommentare

A year ago, I joined N.Rich, and wow, what a ride it’s been!  My first week was a whirlwind😁. Markus Ståhlberg greeted me with, “I don't have experience working with HR as a CEO, so you’ll need to define how this role should look—and we’ll navigate together.” Step one? Figure out how the N.Rich team was structured. Easy, right? Except there was no HRIS, not even a spreadsheet! I quickly learned that being in HR requires a touch of detective work🕵️. Once I mapped out the team, I created an org chart to give everyone clarity. HR is also a bit of a designer 🧑‍🎨! Next, I started answering all the typical HR questions—except I barely knew how things worked myself. The solution? Build the first-ever N.Rich Handbook📖. Question by question, I pieced together our processes, creating Version 1.0. Writing it wasn’t just about documenting—it was about crafting something clear, structured, and engaging enough that people would actually read it. Turns out, HR also needs to be a writer✍️. So how should the HR role look in a fast-paced startup? Like Spanish Tapas—a bit of everything! 🍽️ You’re part detective, part designer, part writer, and always ready to wear whatever hat is needed to keep things moving forward. Fast forward to today, and I couldn’t be happier to be part of this journey💜. 

62

Last week we had the opportunity to share minds with some of Berlin's most innovative Talent & HR leaders, on the topic of The Performance Review Process. And here are the highlights... 🤹‍♂️ 💯 The most salient points to help spread the collective wisdom of this senior leadership team. *Keep It Simple* Make your performance review process as flexible and user-friendly as possible. Switch to more regular check-ins, extend one-to-one sessions where needed to conclude a conversation Always document your discussions and goals Where feedback is needed, deliver it directly and in a timely way (don’t wait for formal performance reviews) Sync quarterly OKRs with regular feedback sessions, and implement leadership behavior guidance for evaluation purposes. *Regularity* Make performance reviews more informal, accessible and regular (quarterly as a minimum) Have regular leadership discussions to make quicker decisions on low & high performers. Then have more regular check-ins with low & high performers (both ends of the spectrum can gain great value and improvement from these) Consider having these top/low performers in the leadership meetings when you’re scoping new projects 💚 *You’re not alone!* Departments and even the cultures within them often won't agree on the best approaches to performance management. This adds complexity to your stakeholder management. ....Top Tips: Manage expectations clearly on the outcomes of performance review processes. Find a compromise that works for the majority of the organization. Always maintain accurate and detailed documentation on performance improvements, but beware of recency bias. Prepare and encourage stakeholders at all levels to embrace a culture of change around performance reviews. HR can add great value by acting as an R+D department rather than simply a process facilitator. ⚒ *Tools* And the current performance management platform of choice goes to.... Leapsome!! The panel have found this to be the most comprehensive service platform, that accommodates future growth and is ideal for scaling. Other tools caught a mention too: HiBob, Culture Amp, 15Five 📘 *We even had a book recommendation* 'It's The Manager', by Jim Clifton and Jim Harter The roundtable found the book to be valuable in educating leaders on how to: Adapt their organizations to change DEI Emerging workplace demands Managing remote employees The rise of AI Attracting/retaining the best employees 🙌 Big thanks to our leadership contributors: Daniela Strazza, Daria Logvinskaia, Diana Abdrakhmanova, CIPD, Ecaterina Smirnov, Rap Paulavicius, and Sebastian Ristic Next time on the ZUMA Roundtable we'll be discussing the great challenge of hiring engineers in today's German job market. Watch this space.... #berlin #talent #performancereviews

43

7 Kommentare

Cost and career dilemmas? Why some people do not fulfill their desire to have #children.   As a provider of #dating apps, it is imperative for us at ParshipMeet Group to understand our customers’ needs. That's why our brands regularly ask their target groups about their wishes and expectations regarding partnership-related topics.   As a father of three, the results of our latest #Parship study made me sit up and take notice. With our survey, we were looking for reasons why people who want to have children have not (yet) fulfilled this wish. As our representative study showed, in Germany this is 20 percent of the population between the ages of 18 and 69.   🔦 Unsurprisingly, more than half of them (56%) simply do not think now is the right time for them to have children. So far, so understandable. But things get more exciting when looking at the other reasons:   🔦 Every third person who wants to have children voiced that they are lacking the right partner (33%) – a result that both confirms and drives our ambition as a dating provider to actively support people with like-minded #relationship goals in their search for their significant other.   🔦 The next result is what shocked me most: 20% of people who long to have children do not fulfill this desire for financial reasons. The fact that so many people in Germany remain childless due to the expected costs raises serious questions – for example regarding state and private incentives. For me, this topic deserves much more attention in parliaments and public debates.   🔦 11% of women and 8% of men who want to have children are afraid that they will have to give up their career as soon as they become a #parent. The fact that our study did not identify a glaring gender gap makes me cautiously optimistic that antiquated role identities among heterosexual couples in Germany are more outdated than feared. Nevertheless, this finding is a call to work. Among 40 to 49-year-olds, one in five express the concern that becoming a mother/father would mean having to put their career on hold, whereas “only” one in ten in this group state that they would not have children for financial reasons.   What do we learn from this? In my opinion, a society that wants to give more people than today the chance to fulfill their desire to have children must take a closer look at the individual life situation of those affected. As a society, we need to promote a clever interplay between monetary incentives and measures to really improve #WorkLifeBalance, always taking into account that there are numerous reasons why people who would love to have a child opt to remain childless – for now.   Of course, our study also gives a voice to the significant number of people who cannot fulfill their desire to have children for biological reasons. You can read all the results (in German) here:   https://lnkd.in/e53hVKjt   #TeamLove

23

1 Kommentar

In the last months I repeatedly had discussion with inhouse recruiting teams as well as external recruiting providers about how best to organise their recruiting activities. As activities grow and scale the setup of a recruiting team is essential. As recruiting is clearly not not only about occupying positions; it’s also about how to best structure the set up for effectiveness, efficiency, specialization, and client connections.    Let’s dive into two models.    1. Project-Based Recruiting Team  In this model, a recruiter takes charge of the entire process from the outset to the conclusion.    What’s the impact?  Complete Understanding:  Total oversight of the process leads to enhanced recruitment selections.    Client ties: A robust rapport generates trust and greater alignment.  Obstacles? Recruiters may feel stretched thin coping with everything.    2. Value Chain-Based Recruiting Team  Here, the procedure is partitioned: sourcing, interviewing, contract management—each assigned to a specific person.    Specialization: everyone focuses on value steps where they excel.  Speed: Simultaneous activities = reduced time-to-hire.    Obstacles? There may be communication gaps that occur between the stages.    So, which course to follow?🤔  For projects that are smaller and highly specialized with an emphasis on connections, Project-Based is impeccable.  When it comes to scaling, high-volume efficiency, and speedier results, Value Chain-Based is the way to go.  You might also choose to go hybrid. Balancing deep client connections with specialized teams gives you the best of both worlds.   Whether it’s personalization or scalability, choose the structure that aligns with your organization’s needs.    What’s your method? 👀  Feel free to express your thoughts in the comments section below!  Follow me for more insights on optimizing your recruiting! Curious to dive deeper into which recruiting structure suits your team best? 🤔 Check out the full breakdown on my blog for more insights https://lnkd.in/dSBBpMfc

7

Career vs. Afternoon Childcare in Germany ⚖️👩‍💼👶👨‍💼 Although there are many daycare centers in Germany, and cities like #Hamburg offer a promising voucher system that helps avoid daycare shortages, the challenge starts in the afternoons. By 4 p.m., most daycares close, leaving many working parents – especially women – with tough choices. ⏰ Parents, and again mostly women, are often forced to choose between advancing their careers 💼 or picking up their children 🏃‍♀️, as flexible childcare options are limited. A few exceptions, like #kmk #Kinderzimmer, which stays open until 7 p.m. ⏳ and caters to parents who want to live more autonomously, show that a different approach is possible. This gives working parents a chance to balance their professional ambitions without feeling like they have to compromise. 💪 But such options are rare, which brings attention to a larger issue: the system’s failure to support modern families in a way that enables true gender equality in both work and caregiving. ⚠️ Wanna be a leader in our visionary kinderzimmer? ✨ ➡️ https://lnkd.in/eP2k3dPn #bethechange #meaningful #earlychildhood #education #leaderswanted

38

3 Kommentare

Shifting #Perspectives Working on a tropical island, looking at the ocean whilst being in the co-working and having a quick swim in your lunch break. Does that not sound like a dream? 🌴 I think it does. Thanks to Kooku Recruiting GmbH, I can make that dream my #reality. After working from Cape Town, I now got the opportunity to move my daily life to Sri Lanka for a while. 🥥 But what makes working from other places in this world so exciting? I think it's the shift of #perspectives. Having the chance to temporarily live in other countries gives me a totally different point of view on my daily life at home. Leaving my well-known environment gives me the opportunity to exchange thoughts and ideas with fellow #remote workers and speak to people with incredibly #diverse backgrounds. For me, that is very enriching and helps me to define what #success really means to me. 🍀💻 At the same time, I noticed that living in a different environment also leads to creating new #routines for myself. For example, I started being active in the mornings before I start work. No matter if it's a relaxed yoga session, a quick surf, or just a little morning walk… I experienced that my #motivation to sit down and work is way higher, than when I get out of bed, make a cup of coffee and sit down straight in front of my laptop. I now stick to that #routine no matter where I live and it truely improved my work day. 🤓 Shifting #perspectives - that's what I think is one of the biggest benefits of #remote work - for your success, motivation, and personal development at the same time. 🏆 What do you think? Could you imagine working form a place that isn't familiar to you? ☀️

31

At Talent Arbour, we're passionate about connecting skilled IT professionals with the perfect role in Germany. But what does that mean in practice? We partner with businesses to understand their unique challenges and find talent that drives real results. Here's how we've helped our clients thrive: Increased Efficiency: A growing FinTech firm needed to streamline their development process. We placed a Senior DevOps Engineer who implemented automation tools, reducing deployment times by 40%. Innovation Boost: A leading automotive manufacturer sought expertise in AI and machine learning. We recruited a talented Data Scientist who led the creation of a predictive maintenance system, saving millions in potential equipment downtime. Bridging the Skills Gap: A mid-sized healthcare company struggled to find qualified cybersecurity professionals. We leveraged our network to place two experienced Security Analysts, strengthening their cyber defense posture. Building Dream Teams: We've helped countless businesses build diverse and high-performing IT teams by identifying top talent with the right cultural fit. Looking for similar results? Let Talent Arbour connect you with the IT talent you need to achieve your business goals. Contact us today for a free consultation. Learn more about our services on our website.https://talentarbour.com Share your IT challenges in the comments below! We're here to help. #talentarbour #itrecruiting #germanyjobs #successstories #itstaffing #careeropportunities

1

How one thing leads to another, and you end up publishing an article on a topic you feel passionate about with Heise Medien GmbH & Co. KG. How did this happen? I guess it's no secret to my network that I care about more women in leadership roles in Tech. I don't just think that's a morally right thing to do, I am convinced it ultimately leads to stronger teams and better business results. 62% better outcomes according to a recent McKinsey study. So how do we get there? How do we practically create more diverse Tech and Product Teams? What factors will have to change so we can celebrate gender equality in Tech? That is what I've been writing about in the most recent IX Developer Magazine. This starts way before women enter the workforce in how we talk to girls about STEM, touches how we need to think about this as a systemic issue in our organizations, what we might do differently in hiring and how to keep a focus on improving diversity in our teams. Not as a vanity KPI for a social and sustainability report, but as a strategic business driver. This is also what I keep writing about on my blog, and speaking about in podcasts and at conferences in the product world. So back to the question of how it happened that I got to hold this magazine in my hands: I talked about Leadership skills for product roles at the Product Owner Days in Cologne earlier this year (Thank you for asking me to speak Tim Klein!). That talk put me in touch with Maika Möbus who introduced me to Wolf Hosbach and Matthias Parbel, who helped me edit and finalize the article. Their questions and comments turned a decent draft into something I'm proud to see published in print. It's been really fun for me to write and get feedback from professional editors in this space. (Wish I had a team like this accessible for all my writing!) And it's even more fun to hold a physical magazine in your hands where one of the articles on the cover page is on a topic you care about and is written by you.

129

36 Kommentare

𝐇𝐨𝐰 𝐰𝐢𝐥𝐥 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐥𝐨𝐨𝐤 𝐢𝐧 𝐭𝐡𝐞 𝐟𝐮𝐭𝐮𝐫𝐞? 𝐈 𝐡𝐨𝐩𝐞 𝐢𝐭 𝐡𝐞𝐚𝐝𝐬 𝐢𝐧 𝐭𝐡𝐢𝐬 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐨𝐧.👇 Here's a look at my executive team at OUTFITTERY. But unfortunately, the reality in German companies is still very different: women are still underrepresented in German management roles. While 47% of workers are female, women hold only 16% of leadership positions in DAX companies (source: Statista, 2023) – that’s far too few! It has long been proven that diverse teams are not only more creative, but also make better decisions and are more successful in the longer term. So here’s the big question: Why is it so tough to achieve this kind of diversity? I also get asked a lot how we manage to bring so many talented women into leadership roles. 🤔🤷🏽‍♀️ My answer: When women are in leadership, it naturally draws more women to the company. Because it's not enough to just complain about the status quo - we have to actively do something about it. Here are 3 reasons why it works for us: 👉 𝐁𝐞 𝐚 𝐫𝐨𝐥𝐞 𝐦𝐨𝐝𝐞𝐥: When women are visible in leadership positions – like in our executive team – they in turn, attract other talented women. Many women today no longer want to work in a male-dominated environment. Change has to happen from the top! 👉 𝐖𝐨𝐫𝐤 𝐟𝐨𝐫 𝐢𝐭: Recruiting the best candidates requires effort. Women are often more loyal to their existing companies and value an appreciative, flexible working environment, particularly with regard to family commitments. If you want to recruit the best talent, you have to specifically target women and show them that they will find the environment that they want and deserve. 👉 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐨𝐟 𝐭𝐡𝐨𝐮𝐠𝐡𝐭: It’s not just about gender, but about combining different perspectives in the team. Age, background or gender are aspects that can be explored in more detail. But in the end, it’s really about personality and competence. Diversity has many facets. Are we satisfied with what we’ve achieved so far? Nope. There’s definitely room for improvement when it comes to diversity in all its forms, also here at Outfittery. Diversity isn’t just about ticking boxes; it’s about bringing together a mix of perspectives and talents. So, let’s go beyond just talking about it and actually make it happen. The future of leadership needs diversity—and every one of us—to make it real! #WomenInLeadership #Diversity #Empowerment #Outfittery #RoleModel

207

21 Kommentare

Die The New York Times thematisiert anlässlich einer HR-Konferenz die latent depressive Stimmung in vielen HR Departments: "So, Human Resources Is Making You Miserable?" - Kann man das so auch auf Deutschland übertragen? Ich sehe viele ähnliche strukturelle Probleme, aber nehme die Atmosphäre nicht als so düster wahr. "Show of hands: Who’s fed up with human resources? Maybe you’re irked by the endless flow of memos and forms, many of which need to be filled out, pronto. Maybe you’re irritated by new initiatives that regularly emerge from H.R., which never seems to run out of new initiatives, not all of them necessary or especially wise, in your opinion. Or you’ve got some problem with management and you don’t trust that H.R. representatives will actually help. They sure are friendly, but they get paid by the suits. In a crunch, it’s pretty clear whose side they are on. (…) But if the H.R. department is bothering you, here’s a fact you might find perversely consoling: You are not as aggravated or bummed out as the people who work in H.R. (…) H.R. knows that employees and managers are annoyed by its memos, by its processes, by just about anything that interrupts life as it was. When an email is sent nudging everyone to take that 45-minute online course in, say, data security, H.R. can almost hear the eye rolls. (...) “Everybody hates us,” said Hebba Youssef, the chief people officer at Workweek who has a podcast and a newsletter for H.R. professionals called “I Hate it Here.” Recent posts have included “Why Does Working in H.R. Feel So Lonely?” and “Everybody Hates Their Jobs Right?” (…) When H.R. lays off employees word gets around. When H.R. prevents layoffs, nobody knows. (...) It’s a thankless job.” https://lnkd.in/eK9F85Pk

6

Many have tried, many have failed. I feel honored. Really, I do. But dear event organizers, we honestly cannot go on like this.... Just today I received two invitations of in-person events in Berlin. Awesome, right? Getting to know people, maybe get some food, network, be merry. But not a single one of the many requests I got this year either a) mentioned that they remembered my immunocompromization nor did it b) contain any reference to viral grade air filters. I get it, not everyone remembers. But not a single event having filters? Even though we know that flu, covid, and the like all spread via aerosols. I mean, sure, go ahead and have 30 % of your team be sick after team events... Your risk... I feel really happy when people reach out to me. They should, however, think about how they can keep EVERYONE safe in this. We need a pivot. And I won't stop until I see some change. (Or I can be the change myself, watch this space) Until then, dear esteemed organizers of Berlin and yonder shores, we won't get together... sad for you, sad for me (but sadder for me, tbh). Can we effect some change and make sure we keep our collective working capabilities for years to come??? The difference could lie in a simple 600 € filter 😉

43

1 Kommentar