IBA editorial team As part of the Work Culture Festival, Frauke von Polier and Michael Trautmann discussed the key elements of successful corporate transformation in a live podcast. Under the title “Managing transformation: exploring meaning, HXM and leadership as the most important control elements”, they shed light on how companies can develop their work culture in order to remain competitive.
The path to meaningful leadership
Trautmann, host of the podcast “On the Way to New Work”, began the conversation by asking Frauke von Polier about her professional career and what lessons she had learned from her previous positions. Von Polier, currently Chief People Officer at the Viessmann Group and formerly CHRO at Zalando and SAP, described how her career was characterized by a strong focus on performance and a desire for meaningful work. Over the years, she has learned that meaningfulness and humanity are decisive factors for sustainable transformations. She emphasized that she first found her calling after many years and is now convinced that companies can only be successful in the long term if they put people at the heart of their strategy.
HXM as a new paradigm of HR management
A key aspect of the discussion was the concept of human experience management (HXM). In contrast to traditional human resources management (HRM), which is strongly focused on processes and efficiency, HXM looks at every employee and their needs because, according to Frauke von Polier, it is no longer enough to view employees solely as a resource. Instead, the employee experience must be consciously designed so that people identify with a company in the long term and contribute to performance motivation. She emphasized that Generation Z in particular values meaningful work, a positive corporate culture and personal development. This generation has high expectations of their employers: Its members are not only looking for stable jobs, but also for companies that represent authentic values, promote diversity and offer flexible working models. Companies therefore need to focus more on the needs of Generation Z in order to attract and retain talented specialists. This includes open communication, a clear understanding of values and the opportunity to play an active role in decision-making processes. “Generation Z doesn’t just want to work on things, it wants to help shape them,” says von Polier. To make this possible, it is important to create a corporate culture that focuses on a sense of purpose, personal responsibility and collaboration.
Leadership in times of transformation
Another focus of the discussion was the role of leadership in transformation processes. According to von Polier, a successful manager is someone who has both management skills and leadership qualities. “Management is the system that works, leadership is the vision that motivates,” she explained. She emphasized that good leadership is above all work on oneself. Those who can reflect on themselves and lead effectively can also inspire and develop others. Leadership is therefore much more than simply managing structures. It also means setting a clear direction, actively shaping change and supporting employees in their development. For von Polier, there is no one right management style. Companies need different leadership personalities depending on the phase of the company’s development and the task at hand. It is crucial that the leadership is coherent and authentic. Especially in uncertain times, adaptability and empathy are needed to effectively navigate teams through change. Von Polier also emphasized that managers today should increasingly act as coaches and mentors. The traditional hierarchical management style is increasingly giving way to a participative approach in which the manager doesn’t simply give instructions, but rather creates an environment in which employees can develop their potential. She concluded by emphasizing that successful managers are those who know not only how to think strategically but also how to take the needs of their employees into account. In a constantly changing world of work, it is therefore crucial to understand leadership as a dynamic process and to continuously develop it further.
New Work: more than just remote working and foosball tables
In the course of the New Work debate, it became clear that modern forms of work go far beyond flexible working hours or working from home. In response to Trautmann’s question as to whether the concept of New Work is losing its relevance in times of crisis, von Polier replied that it is particularly important now to further develop the previously learned principles of agile work and hybrid structures. She criticized the fact that the discussion about working from home is often too one-sided. Much more important is the question of when presence in the company is really necessary and how to design office spaces in such a way that they offer an inspiring environment for collaboration. “Instead of debating whether people should work from home or in the office, we should ask ourselves: When do we need physical encounters?” She emphasized that the purpose of the office is no longer just the traditional way of working, but must increasingly serve as a place for creative collaboration, social interaction and collaborative problem-solving. Von Polier pointed out that hybrid working models should be specifically designed to meet the different needs of employees. Companies should invest more in modern office structures that offer more space for informal exchanges and collaborative working. A well thought-out workplace design, which includes both places of retreat for concentrated individual work and open, communicative spaces for team-building processes, can make a significant contribution to the quality of work and motivation. In addition, it’s essential that managers be trained in how to deal with hybrid teams. Communication must be consciously designed and regular team checks must be established in order to promote cohesion and productivity. Only through well thought-out and strategic implementation can New Work develop its full potential and make companies more successful in the long term.
In conclusion, Frauke von Polier summarized the key message of the talk: “It’s not about whether we change, but how we do it.” After all, companies can only achieve sustainable success through intentional and targeted transformation. The future of work will not be decided by individual measures or fashionable trends, but by a deeply rooted sense of purpose and a sustainable understanding of leadership. Companies that consciously shape this change will not only be economically successful in the long term, but will also create a culture that truly inspires and motivates employees.
Work Culture Festival Impressions
Frauke von Polier has been Chief People Officer and a member of the Viessmann Group’s Board of Directors since March 2021. She is one of the leading voices in the People & Culture community and was voted CHRO of the Year 2022 by Personalmagazin. Previously, she was COO People at SAP and, as Chief People Officer, played a key role in the growth story of Zalando SE. She is passionate about people and organizations in a digital world and believes that all business challenges can be solved with the right people, the right leadership and the right culture. More information can be found at: viessmann.family and https://www.linkedin.com/in/frauke-von-polier-499589b1/.
Cover photo: © IBA
