Melanie Lorenz

Did you know that prioritizing mental health in the workplace is essential for both employees and organizations? At yesterday's event hosted nilo.health and Personio Jonas Keil, Michael Becher, Felix Berghöfer and I spoke about why this matters. With the ever-increasing demands of our fast-paced world, mental well-being has become a significant aspect of our overall health. When employees are mentally healthy, they can perform at their best, contributing to a thriving and productive work environment. 🌟 Here are a few reasons why focusing on mental health in the workplace is crucial: - Enhanced productivity: When employees have a healthy state of mind, they are more focused, creative, and efficient in their tasks. ✅   - Reduced absenteeism: Mental health issues are a leading cause of absenteeism. Addressing these concerns can significantly improve attendance and commitment. 📆 - Improved employee retention: A supportive work environment that prioritizes mental health can foster loyalty and reduce turnover, saving time and resources spent on recruitment and training. 💼 - Stronger team dynamics: Open conversations about mental health can lead to a more empathetic and supportive team, improving collaboration and morale. 🤝 - Better company reputation: Demonstrating a commitment to employee mental health can enhance your company's image and attract top talent. 🏆 Let's continue to break the stigma surrounding mental health and create inclusive, supportive workplaces where everyone can thrive. #MentalHealth #WorkplaceWellbeing #EmployeeEngagement #Productivity #CompanyCulture

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𝗠𝘆 𝗷𝗼𝘂𝗿𝗻𝗲𝘆 𝗮𝘁 𝗮𝗹𝗹𝘆𝗴𝗮𝘁𝗿 𝗚𝗺𝗯𝗛 𝘁𝗮𝘂𝗴𝗵𝘁 𝗺𝗲 𝗺𝗼𝗿𝗲 𝘁𝗵𝗮𝗻 𝗮𝗻𝘆 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝘀𝗰𝗵𝗼𝗼𝗹 𝗲𝘃𝗲𝗿 𝗰𝗼𝘂𝗹𝗱. I’ve learned the power of resilience. With working experience as a CEO before, I thought I had it all figured out. But building a pioneering HR tech ecosystem in DACH was a different beast altogether. The challenges were fierce, but so were the rewards. O͟n͟e͟ ͟k͟e͟y͟ ͟l͟e͟s͟s͟o͟n͟:͟ Being part of the largest HR Tech Investor network in DACH has shown me the value of strategic partnerships. 𝗧𝗼𝗴𝗲𝘁𝗵𝗲𝗿, we celebrated a recent exit with Novaheal GmbH. It’s not just about profits, but building lasting 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 and creating remarkable 𝘃𝗮𝗹𝘂𝗲 for startups and investors alike. The truth is, while sales revenue is crucial, it’s the people—our community and partners—that make allygatr thrive. Are you ready to redefine the workforce with us? Together, we can make a difference. #hrtechallyance | hrtechallyance | allygatr

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Excited to hear our Kathrin Hess on the important topic Wird HR jetzt grün? #manpowergroupgermany #humanpower #rightmanagement #hr #hrgruen #hrtrends #hrsummit #greentransformation #greentrends

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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

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💡 Three things I know now that I wished to have known in the beginning of my career: 👋 You meet people twice in life (as we say in German) Be kind to your colleagues, customers and stakeholders. Be fun to work with and leave jobs on a good note. After all, you never know where you will meet them again at a later stage in your career ☝ Opportunities knock on your door all the time - the wise thing is to learn not just to identify them but also to decide which ones to pursue. Some of those opportunities (e.g. pursuing a certain role) will have an immense impact on the path of your career, so choose wisely 👌 Expertise and seniority are built over time It's human to think you're more senior than you really are, especially when you're experiencing success at work and get positive feedback from your manager and peers. That doesn't mean you are ready for the next step in terms of a promotion ❓ What are yours? Share with our community in the comments ⬇ 🙏 #LinkedInNewsEurope #KickstartingYourCareer #earlycareers --- 👋 Hi, I‘m Michali; my passion is making the world a tiny bit of a better place for minorities. I post about interesting topics for expats, such as news and regulations in Germany in particular and Europe in general, as well as innovation, entrepreneurship, and career. Find it interesting? 🔔 Follow me 🙏

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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

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2024 is coming to an end in 41 days. And I am so glad to close this chapter.   Because it has been the most brutal year. Personally. Financially. Professionally.   Since the inception of Bodenmiller Recruitment GmbH, I closed   2021 in profits. 2022 in profits. 2023 in profits. In short: I only knew one way – up.   But this year, it has come all crashing down on me:   - employees who are catered to in every possible way only to stab you in the back - clients who rescind an offer the weekend after they had actually extended it - candidates who receive offers but decide not to pursue them after all - clients who give you a mandate, only to cancel the role in the end - employees who prefer holidaying instead of building a business - candidates who ghost you despite being in final interviews   Ultimately, and for first time in my career, this has caused a lot of   - Self-doubt - Sleepless nights - Frustration and helplessness   And it has affected the business dramatically.   I am in deep red. 6-figures red. But bury my head in the sand?   Not an option, especially after yesterday, when we came together from the Swiss Recruitment Start-Ups Community to exactly discuss these matters transparently. From owner to owner,   - exchanging on ideas - sharing best practices - discussing market trends   The power of community has instilled in me a new   - hope - energy - optimism.   Because, in the end, it is not about me.   It is about the people and clients who rely on me, the vision I set out to achieve, and the business I am determined to build.   2024 may have knocked me down, but it has not taken me out.   The question is not whether I will bounce back—it is about how strong I will rise from here.   Let us turn the page and rewrite what is next.

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📅 Mark your calendars for June 6th and join us online for our webinar with Deel and Stepstone Deutschland. Industry leaders Daniel Zinner, Mira Pathak, Andre Noerthemann 🚀 and Philipp Krogmann will discuss global collaboration in HR. If you're looking to gain insights and strategies to enhance your HR practices on a global scale, you don't want to miss out on this! 👉 Sign up now: https://lnkd.in/gmNN-dQM 📰 If you want to stay updated with our events calendar, sign up for our newsletter via our website. Link in the comments. We look forward to seeing you there! (Please note: the event is in German) #GlobalCollaboration #Networking #HRPractices

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🌟 Excited to Share 🌟 I'm thrilled to be featured in today's Tages-Anzeiger article discussing the importance and impact of parental leave policies. At AstraZeneca Switzerland, we've pioneered a four-month parental leave program, a significant step towards fostering a balanced work-life environment and supporting our employees in their personal and professional lives. Implementing this policy was a unanimous decision, as we recognized the necessity for societal change and the role companies must play in driving this forward. My own experience as a working mother highlighted the need for such initiatives, and seeing colleagues like Diederik Eijsvogel benefit from this policy reaffirms its value. Creating a workplace that supports both career aspirations and family commitments is not just beneficial for the individual but also for the organization as a whole. It's encouraging to see more companies embracing similar policies, and I hope this trend continues to grow across industries. Let's continue to champion and advocate for parental leave policies that empower our teams and build a more inclusive and supportive work environment. https://lnkd.in/eY6aZiFK #ParentalLeave #WorkLifeBalance #InclusiveWorkplace #Leadership #AstraZeneca #AstraZenecaSchweiz #AstraZenecaSwitzerland #AstraZenecaSuisse

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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

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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

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🚐 Remote Working - HR Professionals Help Needed! 🚐 The awesome Kathrin Faber is working on her MBA thesis on the C&B of international working. She’s looking to chat to HR Professionals who have a globally remote workforce - we’re talking truly mobile and actual employees rather than just ‘remote’ or gig economy. Please comment below if you can help! Shamelessly sharing a picture of my campervan Teddy - nomadic working has propelled the vanlife culture (not for me just yet but maybe one day…). #cipd #remoteworking #humanresources #workfromanywhere #wokrfromanywherejobs #remotejobs

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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.

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🎉 𝗜'𝗺 𝘃𝗲𝗿𝘆 𝗲𝘅𝗰𝗶𝘁𝗲𝗱 𝘁𝗼 𝗮𝗻𝗻𝗼𝘂𝗻𝗰𝗲 𝘁𝗵𝗮𝘁 𝗜 𝗷𝗼𝗶𝗻𝗲𝗱 𝗝𝘂𝗻𝘁𝗼'𝘀 𝗖𝗛𝗥𝗢 𝗮𝗱𝘃𝗶𝘀𝗼𝗿𝘆 𝗰𝗼𝘂𝗻𝗰𝗶𝗹 𝗮𝘀 𝗮 𝗳𝗼𝘂𝗻𝗱𝗶𝗻𝗴 𝗺𝗲𝗺𝗯𝗲𝗿! As a partner providing tailormade leadership development programs to its clients Junto's belief is that People & Culture needs to have a seat at the C-level table - ultimately business performance can only be sustainably reached through and with people 💡 I couldn't agree more - and I'm thus very much looking forward to work with Junto's founders Marius Hepp and Johannes Schnell-Kretschmer, helping them to develop innovative products that help people teams to unleash their full potential 🚀 Couldn't be happier to do so in the amazing community of three thought leaders who already represent the people function at the C-level table, too: 💪 Annika in der Beek, who I deeply admire for breaking down the most complicated issues to their essence to build solutions out of them and who was recently appointed Statista's first ever CPO 💪 Roxana Dobrescu, a professional globetrotter in the work context, well-versed and who led people teams through hypergrowth at Glovo and now as CPO at commercetools 💪 Miriam Sternitzky (née Rabung), who I highly appreciate for being a tireless networker, for bringing people together and for being a role model for sharing is caring and who serves now as CPO at Westwing after a dream career in the firm I believe that to shape the future of HR, it will take more than just us - it will require an entire village: ➡️ Who are the People & Culture leaders who have inspired you the most? Tag them in the comments 👇 #hrrocks #chrocouncil #junto #leadership

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Global mobility is no longer just about expat assignments. Our co-founder, Daniel Zinner, joined HHL Leipzig Graduate School of Management for their HHL Impact Series to talk about how remote work and international hiring are redefining global mobility. Daniel discussed a number of topics, including: 🟣 How digitisation and a global mindset are the keys to driving sustainable organisational performance. 🟣 Why modern leadership is more than managing people—it's about engagement, empowerment and fostering collaboration across cultures. 🟣 Why he thinks networks and ecosystems will be the drivers of business growth and innovation over the next few years. 🟣  His excitement that Leipzig is turning into a hub of change and leading the way in business and cultural innovation. Watch the full interview here: https://lnkd.in/ecGxFdf2 #GlobalMobility #Leadership #SustainablePerformance #Innovation

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Success in Recruiting: Knowing Which Screw to Turn   Many in sales might have heard about the "Knowing which screw to turn" story. (If not, check this blog: https://lnkd.in/dFJtJEwN).   Our partner Hendrik often shares this story with new recruiters. Why? Because most people underestimate what recruiters do, and new clients often question our fees. Here are some of my thoughts on the matter:   Our fees are not based on placing one candidate for one job opening. They reflect the time we invest – months, even years – building a solid network in niche markets like the SAP market. We cultivate long-term relationships with candidates, who are usually passively on the market, becoming their first point of contact when they are open to new opportunities. Our job is to build trusting relationships with clients who are waiting to hear from us with relevant candidates, not just to fill a quota, hit a billing target, or meet a KPI.   Interested in how we can help your company? Let’s talk!

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Are you ready for the next Bohemian HR Masterclass? I met the wonderful Dagmar Albers and Ursula Tavender, from Innovation in Equity, at the The HR Big Meet earlier this year. Their mission is to create a more equitable world of work, in which everyone can reach their full potential and carve their own unique career path. They collaborate with organisations and individuals to dismantle the barriers and structural inequities that can hold people back from reaching their full potential, so that everyone can thrive at work. They ran a session called 'Shine Baby Shine'. I loved it, so much so I asked them if they would be willing to run a masterclass for my HR community and they said YES!   So that leads me to a couple of questions I have for you… ❓ How would it feel if you could rebel against stereotypes, ditch modesty culture, cage the gremlin on your shoulder, speak up confidently and handpick all the evidence you need to let your work speak loudly for you?​ ❓ What if…. when asked about your impact and achievements, you could confidently clarify the outcomes of what ‘YOU’ did instead of what ‘WE’ as a team did in that big project? ​ This is your chance to learn how to:​ ✨ Define which achievements matter when it comes to demonstrating your impact and value ​ ✨ Tame your inner critic​ ✨ Unhook yourself from praise and criticism​ ✨ Train your self-advocacy muscles ​ ✨ Practice showcasing your achievements using facts and evidence​ ​ This session is perfect for HR Execs. You might be looking to create more impact at work, or are planning for an upcoming interview. Whatever your reason, we would love to see you.   We are running this session on Thursday 26th September 2024 at 10am online. Please pop your name in the comments or email me to book a place at [email protected].

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Told you to stay tuned 😉 Food for thought from a panel discussion at #RethinkHRTechEurope 2024 in #Berlin on Global Talent Mobility in the Age of Al - Navigating Challenges and Opportunities What is todays case for global mobility, in times of remote work? - support is needed for privately driven relocation, rather then business driven/by assignment - call back to the office - this will create conflict, by raise of hand NOBODY in the conference room is required to attend office currently If you could, what would you like to see changed? - remove red tape in processes, eg. for A1 - anything repetitive - businesses are using tech and AI to tackle various challenges, due to legislation and for compliance - how about authorities and government doing so, too? Culture clashes within the country, not just across borders - eg. teams in Berlin are not „so German“, but very international. Somebody moving here from another region in Germany may find this challenging.

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