OPINION! Monika Kraus-Wildegger from GOODplace: “Feelgood management in the office - more than employer branding”

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 the Study business informatics and economics, Monika Kraus-Wildgger worked primarily in the IT industry and was sustainability manager for a large corporation. There was a lot of traveling abroad, including in Asia. After starting a family, she turned her back on the strenuous travel work and founded GOODplace, on which she Corporate makes visible with optimal working conditions.

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

In Idea of GOODplace took on concrete form as increasing amounts of travel made my family life a logistical tightrope act. During this time I asked myself the question, how do I want to work at all. The klare Answer, my job, my Family and my life should fit together. In times of digital progress, aren't there already many modern companies with new forms of work that are really put into practice? And where can I find these companies? In summer 2012 I founded GOODplace.org.

What are you doing on GOODplace?

We do a feel-good analysis for every company. Besides that to qualify we company and Employees in the field of feel-good management. In the fall we offer a modular Vocational Training as a Feelgood Manager, which conforms to the Feelgood Manager job profile developed by the Fraunhofer Institute and GOODplace.

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And what exactly is feelgood management?

Feel-good management creates optimal framework conditions for good work in companies. The specific question is: What do you need to feel comfortable here feel and do a good job? The result, employees can focus on their work.

It is also a sign that everyone can be who they are and does not have to bend over until they fit into some scheme of the perfect employee. Feel good is not a one-way street, it means that employees are invited to help shape changes and management actively participates in them. Objective is “feel good makes work a good place”.

So you plead for tackling the topic more profoundly?

At first glance, the Termthat it's all about Fun or Health goes. Companies that only emphasize these aspects often do not want any further structural changes. Because that's what really matters: Feelgood is lived corporate culture, driving topics and projects that are important to the colleagues.

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Prerequisite: Management mandate, participation in the Feedback-Channels, say on eye level and bosses behind it. So that we can achieve deep roots in the corporate culture that do not let projects fail at the first headwind.

Why should I afford to do something like this?

Engaged employees are more motivated, more productive and more loyal. The company will for Boy Skilled workers much more attractive, not least because employees like to talk about YOUR company. A feel-good manager can also help here, he welcomes new employees, helps with finding accommodation and supports the entire onboarding process.

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