[Live] Monika Kraus-Wildegger from GOODplace: "Feel Good Management - More than Employer Branding"


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[Live] Monika Kraus-Wildegger from GOODplace:

Feelgood management is on everyone's lips, but is often mocked as a good mood and cuddling. The issue is more sustainable. An interview with GOODplace founder Monika Kraus-Wildegger.

After studying Business Informatics and Economics, Monika Kraus-Wildgger worked mainly in the IT industry and was a sustainability manager for a large corporation. There was a lot of traveling abroad, including in Asia. After founding the family, she turned her back on exhausting travel and founded GOODplace, where she worked Company makes visible with optimal working conditions.


Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

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Mrs. Kraus-Wildegger, how did GOODplace.org come into being?

Overview

The idea of ​​GOODplace has taken concrete shape as more and more travel made my family life a tightrope of logistics. During this time I asked myself, how do I want to work at all. The clear answer, my job, my family and my life should go together. In times of digital progress, are not there already many modern companies with new working forms that are really lived? Where can I find these companies? In summer 2012 I founded GOODplace.org.

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What are you doing on GOODplace?

Overview

We do a Feelgood analysis for every company. In addition, we qualify companies and employees in the field of Feelgood Management. In autumn, we offer a modular Feelgood Manager training that complies with the Feelgood Manager profile developed by the Fraunhofer Institute and GOODplace.

And what exactly is feelgood management?

Overview

Feelgood management creates optimal conditions for good work in companies. Targeted is asked: What do you need to feel comfortable here and to do a good job? The result: employees can concentrate on their work.

It is also a sign, everyone can be what he is and does not have to bend until he fits into any scheme of the perfect employee. Feel good is not a one-way street, it means the employees are invited to help shape changes and the management lives actively with them. The goal is "feel good makes work a good place".

So you plead for tackling the topic more profoundly?

Overview

At first glance, the term implies that it's all about fun or health. Companies that only emphasize these aspects often do not want any further structural changes. Because that's what matters: Feelgood is a lived corporate culture, drives topics and projects that are important to the colleagues.

Prerequisite: Mandate of the management, co-creation via feedback channels, co-speech at eye level and bosses behind it. So that we achieve a deep rootedness in the corporate culture, which does not fail projects at the first headwind.

Why should I afford to do something like this?

Overview

Dedicated employees are more motivated, productive and loyal. The company is becoming much more attractive for young professionals, not least because employees like to talk about YOUR company. Also, a Feelgood manager can help, it welcomes new employees, helps with the housing search and supports the whole process of onboarding.

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