Recently, I have been increasingly confronted with the topic of appreciation. Whether in business or in private life.

For example, if someone leaves a company and I ask for the exact reason, it happens from time to time that the person feels unappreciated. If I then ask what appreciation is or ask about it in my environment, I get very different and individual answers.

So I took a closer look at the topic and asked myself what exactly is genuine appreciation? Genuine appreciation means recognition, respect and appreciation of a person in their individual character. In other words, a positive attitude towards others. It doesn’t always have to do with performance, but concerns a person as a whole, their nature, their personality and uniqueness. An appreciative attitude accepts that people make mistakes and builds on the fact that they learn from them. Appreciation is expressed, among other things, in respect, goodwill and interest in a person.

How does appreciation feel and what does it achieve? It triggers feelings such as joy, satisfaction and connection. It feels good to be seen. Clear signals of appreciation warm and strengthen us emotionally. Appreciation brings the feeling of being accepted into our everyday lives and our interactions with others. In an environment that promotes appreciation, people are more loyal and willing to give more and achieve more.

What is the opposite of appreciation and what happens when there is a lack of appreciation? The opposite of appreciation is called disrespect and is characterized by a clear feeling of superiority. The person is often disinterested or indifferent towards you. They devalue you by behaving arrogantly. Contempt triggers negative feelings and fears. A lack of appreciation makes you ill, as it leads to stress and frustration, which has a negative impact on your health and the working atmosphere. A lack of appreciation also has a significant impact on work performance and productivity. Employees who do not feel valued lose motivation and interest in their work. Mental and physical illnesses lead to increased absenteeism.

I have set myself the task of once again working on my basic attitude and appreciation of others and, above all, myself. To observe and reflect on myself. How does my counterpart react when I am not so appreciative and what are the reactions when I show appreciation. Or what happens to me when I don’t receive appreciation and how do I react when a person has an appreciative attitude towards me.

I have experienced amazing things during this time and have once again realized how important appreciation is in life and it always starts with yourself. If you show yourself appreciation, you are also able to show it to others.

“Everyone needs appreciation”, it plays an important role in personal well-being and interpersonal relationships. Everyone wants to feel accepted and that they belong. Appreciation directly is not actually a basic human need. But it satisfies one or even two of our basic needs, self-worth and connection.

Have these lines got you thinking? We all want healthy employees and fellow human beings. So dear bosses, parents, partners, children and all fellow human beings, I urge you to go on a journey of discovery, as I have done. You will see that it will be worth it.

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering interim assignments in Switzerland and abroad since2002. HR Unlimited AG is Andreas Biel, Tanja Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabio Feller, Gabriella Karch, Doris Liechti and a large, qualified pool of personally trusted interim managers.

Many companies are currently “whistling” their employees back into the office, and rightly so. Previous and sometimes extremely generous solutions are being abolished and/or simply no longer offered. This is absolutely right, and not just in my opinion. I will explain why this is the case below, but not exhaustively:

• Since the tiresome home office story was obviously born out of necessity – and was never really an issue before – this does not justify an automatically derived right of employees to work from home. The mistake many companies made at the time with coronavirus was simply that they communicated very poorly. If it had been communicated clearly and unambiguously at the time that this was a temporary matter, the current reactions would probably have been less severe. Then there would be no need to justify the return with tepid slogans today, but could simply announce that the special solution is now over.

• When “HR experts” in the Handelszeitung then accuse companies of “stone-age behavior” in abolishing the home office and that this is only due to incompetent superiors, this proves one thing above all: complete ignorance of the situation on the front line in the teams and proof that these “HR experts” have probably not worked on the front line for a long time, or never at all. Presumably, however, they have simply “forgotten”, in line with the situation, that they would never have advocated such solutions, let alone invented them, when they were still working for larger companies. Some of them are probably a little too high-minded and too far removed from reality😊.

• No employment contract in Switzerland – except perhaps for working from home, which has almost disappeared – was ever intended for home offices. This is proven by the difficult handling of the corresponding regulations alone. Which is absolutely right, because our Swiss work culture does not allow for this and, especially in dynamic times, employees need to be on site because communication is more direct and of higher quality. As an interim manager for many years, I have observed that working from home, especially in crisis situations, is definitely the worst of all the wrong solutions.

• Accusing a manager of being incompetent if he cannot lead his team with many home office employees is simply unfair. This is a gross generalization and does not really reflect the individual situation of each manager.

• I can’t confirm the myth that you are less distracted at home. Quite the opposite. The fact is that “strangely” many employees are not so easy to reach while working from home. What’s more, we hear increasingly absurd reasons: my child is ill, a mechanic is coming by, furniture is being delivered, etc. This is exactly the kind of thing home offices are not designed for.

• Working from home requires clear rules, sufficient space and much more. However, I have been observing for many years that most employees at home are far from being able to set up, let alone operate, truly capable home office logistics because their home environment simply does not allow for this.

• As already mentioned, there is also a lack of sustainable and modern regulations in many places. After all, home office is only one part of “mobile working”. I therefore recommend first introducing such regulations before talking about working from home. Incidentally, www.hr-unlimited.ch is very happy to help with advice and assistance and an enormous amount of experience, providing the company with practicable and attractive regulations. It is unacceptable for someone working from home to suddenly be working from their vacation apartment, or even worse, from abroad.

• We have already got to know the “HR experts”. If they then no longer want to have the equal rights of employees that have been cultivated and installed at great expense for years from one day to the next, in that it is apparently OK to allow some employees to work from home but not others, then I also feel very queasy. It also proves that such experts usually have no industry experience and are only theoretical. As an interim manager, I can confirm from years of experience that it’s not a good idea to let certain employees work on site while others “enjoy” themselves in the home office for days on end – that simply doesn’t work and should be avoided. The two-tier society will be back sooner than you would like. And the effort required to compensate for this is immense.

My conclusion: home office can be approved in individual cases, but must never become the rule. Working from home must be regulated as part of a modern mobile working policy and yes, training must also be provided. In addition, modern digital approval tools must be used to massively reduce the administrative effort involved. Working from home is not an entitlement for employees, nor is it a fringe benefit. There are very few employers where generous home office solutions make sense. So let’s all get back to work and implement our employment contracts as they were originally intended, namely with our employees on site at the employer’s premises.

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering interim assignments in Switzerland and abroad since2002. HR Unlimited AG is Andreas Biel, Tanja Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabio Feller, Gabriella Karch, Doris Liechti and a large, qualified pool of personally trusted interim managers.

HR interim management: a solution to the skills shortage?

The skills shortage remains one of the biggest challenges facing companies – including in Switzerland. While long-term solutions such as training programs or targeted recruitment campaigns are essential, companies often need quick and effective support to close the gap in the short term. This is where HR Interim Management comes into play.

Flexibility in a dynamic working environment

HR interim managers offer companies exactly what they need in crisis situations: immediate availability, strategic know-how and the ability to integrate seamlessly into existing teams. Be it in the operational environment, the introduction of new HR processes, support with restructuring or the development of innovative recruiting strategies – as interim managers, we not only bring expertise, but also fresh perspectives.

Strategic solutions instead of band-aids for emergencies

The greatest advantage of an HR interim manager is the combination of operational support and strategic foresight. Instead of just solving short-term problems, we work to build sustainable structures. In this way, we not only help companies to overcome acute bottlenecks, but also to strengthen their competitiveness in the long term.

An example from practice

A company in the MedTech sector was faced with the challenge of spinning off a business – a complex and resource-intensive project. Thanks to our support as HR interim managers, the project was implemented on time. We supported key processes such as the reorganization of employment contracts, the planning of personnel resources and the implementation of new HR structures. The result: a successful spin-off that not only ensured a smooth transition, but also created a strong foundation for both parts of the company.

HR Unlimited as a partner for your HR challenges

HR interim managers are not only a solution to the skills shortage, but also valuable partners in times of change. Whether for strategic projects or as support in day-to-day operations – our flexibility and experience make the difference.

Do you have similar challenges in your company? We look forward to talking to you about possible solutions.

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering interim assignments in Switzerland and abroad since2002. HR Unlimited AG is Andreas Biel, Tanja Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabio Feller, Gabriella Karch, Doris Liechti and a large, qualified pool of personally trusted interim managers.

A question that we are used to in the butcher’s shop; as interim managers, we ourselves are used to going the extra mile.

We agree an ‘indicative’ working time per day with our clients in the contract. This is usually 8-9 hours. A price is agreed for this time. However, the actual work performed by the individual interim manager then depends solely on the amount of work required by the client. This can often mean that we are the first at work and the last to go home. And that’s perfectly okay, because we know that we are needed. This is also what motivates us; being needed, being able to make a difference and supporting the success of our customers as much as possible.

We sense what the customer needs and talk to them about how we can help.

An example of this is my current assignment with an SME customer that is embedded in a larger group.

My original assignment was to manage the SME’s HR department locally and to assist with the conversion of processes. However, it gradually became clear that the HR tasks were more varied than expected. In addition, a number of personnel changes in the company led to a management emergency which had to be supported and, above all, resolved in the medium term. This made it clear where the company’s greatest need lay: in the interim replacement of a large area in Operations as COO a.i.

After brief negotiations, I was appointed to the new role within a ‘week’ and took on responsibility for 180 of the company’s employees.

I really enjoy this role, especially because I can make an almost infinite number of things happen and implement them, something that has always been the most important driver for me throughout my career.

When we originally negotiated my role in this company, this opportunity was not even on the horizon. It was a case of ‘can I have a little more?

I will now continue in this role until a suitable successor has been found and appointed. And who knows, after that it could well be that more is expected of us …

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering interim assignments in Switzerland and abroad since2002. HR Unlimited AG is Andreas Biel, Tanja Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabian Feller, Gabriella Karch and a large, qualified pool of personally trusted interim managers.

What’s it all about? You’ve probably noticed that certain profiles on LinkedIn appear with a first name and the first letter of the surname with a dot – in my case this would be “Andreas B.”. In most cases, you can only follow these people, you can’t contact them directly… It’s usually about an offer or people who give the impression that they have the wisdom for themselves. Of course I know that under certain circumstances, but only perhaps, you may find out the real name or even be “rewarded” with a contact when you follow them. Such offers are particularly annoying when they come from LinkedIn itself or from people claiming to be LinkedIn representatives, such as: Andreas, are you still looking for employees? I’m sure you’ve already come across similar examples.

I personally find this behavior disrespectfully dismissive. I want to make contact with a real person, not with someone who is perhaps fake or even so imaginary that they think they are too special to reveal their full first name and surname.

In general – why should I only be allowed to follow someone and not want to contact them directly? Does someone you can’t contact directly consider themselves so important that you can only follow them? I never set myself apart like that, even if it means I sometimes “earn” critical comments. I value direct personal contact and the exchange of opinions, even if we don’t always agree.

Andreas Biel

Managing Partner

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering such assignments in Switzerland and abroad since2002. HR Unlimited AG is Andreas Biel, Tanja Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Martin Hegglin, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Guido Hediger, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabian Feller and a large, qualified pool of personally trusted interim managers.

We hear it again and again. Identification with one’s own company is taken for granted and is an important prerequisite for mastering one’s work with passion and joy on a daily basis.

But is there such a thing as too much identification, over-identification? This can lead to people identifying too strongly with their job and their professional performance, which can have an impact on their health. The result can be workaholism and burn-out is not far away.

It is a fine line between identification and demarcation. And today’s world of work and its forms of work do not help to create boundaries. The modern world of work with its omnipresent VUCA model (volatility, uncertainty, complexity and ambiguity) is overwhelming people in many ways, and working from home is increasingly blurring the boundaries between work and leisure. People work longer hours, sit down at their laptops after dinner with the family and continue working. Or you check your e-mails on your cell phone. And not just Monday to Friday, but also at weekends. Nowadays, we are available 24/7/365 and online.

There is less and less time to mentally switch off and disconnect. And so we don’t notice how we are increasingly drifting into a maelstrom of stress and self-exploitation. Everyone is primarily responsible for themselves and their mental and physical health. And this is precisely where resilience is a fundamentally important factor. A high level of adaptability and strong resilience help us to cope better with stress, conflicts, changes and the many challenges we face. It is helpful to be aware of the 7 pillars of resilience.

1. Optimism

Do I have a positive view of the world? Is my glass half full or half empty?

2. Acceptance

Do I accept things that cannot be changed and can I put up with them? It helps to react calmly to adverse circumstances.

3. Solution orientation

Do I go round in circles 10 times with a problem or do I look for possible courses of action and solutions to my problem?

4. Attachment/networks

A strong, stable social and professional network helps to cushion negative situations. If I am well embedded socially, I can survive crises better than people who are isolated and alone.

5. Get out of the victim role

Do I passively surrender to life or do I face it actively and ready to act?

6. Take responsibility

If I see myself as an agent in my own life, i.e. if I take responsibility for myself and my actions, I can act autonomously and independently even in difficult situations.

7. Positive planning for the future

I look ahead and develop plans, goals and visions so that I have joy and reasons to get up every morning and shape my day positively.

In conclusion, you should be aware that being resilient does not mean that you never experience stress, emotionally difficult moments or suffering, it means having the ability to process painful and distressing moments and experiences and learn from them.

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering such assignments in Switzerland and abroad since2002. HR Unlimited AG is Andreas Biel, Tanja Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Martin Hegglin, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Guido Hediger, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabian Feller and a large, qualified pool of personally trusted interim managers.

In recent years, interim management has established itself as a valuable solution for companies that need support in challenging situations. This may be for temporary staff changes (maternity leave, sickness absence, etc.) or to bridge vacancies. With their experience, interim managers step into an organization at short notice to solve specific problems or drive change. Their role is perceived by many companies as an enrichment, as they not only bring new perspectives, but also have extensive experience in various sectors.

A key advantage of interim management is the flexibility it offers companies. An interim manager is often entrusted with an assignment that only requires a small amount of information. In such cases, it is of great importance that the interim manager is open-minded, quickly familiarizes himself with the circumstances and contributes his own skills in a targeted manner. This ability to analyze, prioritize and act quickly is crucial in order to effectively tackle the challenges facing the company.

The ability to think and act immediately enables interim managers to defuse the situation within a very short time. They not only contribute their specialist knowledge, but also an objective point of view, which often helps to break up deadlocked structures and develop new solutions. Their proactive approach enables them to make the best of the current situation and put the company on the right track.

Companies value the support of interim managers not only because of the speed with which they can help, but also because of the respectful collaboration. They often act as catalysts for change and help to motivate and inspire the team. Their expertise is considered valuable because they not only solve problems, but also recognize and promote the potential of employees.

Such assignments are particularly interesting for interim managers as they offer the opportunity to learn a lot of new things in a short space of time. They have the opportunity to get to know different companies, cultures and working methods and make valuable contacts. This experience not only expands their professional network, but also increases their own know-how, making them even better equipped for future assignments.

Interim management is therefore an enormous benefit for both the company and the interim manager.

… with this saying from Mark Twain in mind, the HRU team wishes you a great summer 2024 and looks forward to seeing you again soon at and with HR Unlimited AG!

Andreas Biel
Managing Partner

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering such assignments in Switzerland and abroad since2002. HR Unlimited AG is Tanja Biel, Andreas Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Martin Hegglin, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Guido Hediger, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabian Feller and a large, qualified pool of personally trusted interim managers.

Fabio is an HR crack with a lot of experience in many industries that currently require interim mandates. He has committed himself to a new career and is now available to our clients in various HR functions. We at HR Unlimited AG are delighted to welcome him and wish him a great start in interim management. Welcome, Fabio!

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering such assignments in Switzerland and abroad for more than 22 years. HR Unlimited AG is Tanja Biel, Andreas Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Martin Hegglin, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Guido Hediger, Benjamin Roth, Kadir Kirmizitas, Natalia Minnig, Fabian Feller and a large pool of highly qualified and personally trusted interim managers.

As Europe watches the European Championship 2024 in awe, you may be wondering what football and payroll could have in common. At first glance, these two worlds seem to have nothing to do with each other, do they? But if you take a closer look, you’ll discover some really fascinating parallels that might interest both football fans and payroll professionals. Personally, I find it incredibly fascinating to compare these two areas and often find myself thinking about it in my everyday life.

Imagine Lionel Messi preparing to take a free kick. The precision with which he shoots the ball into the top corner is breathtaking. The payroll team has to be just as precise when it comes to calculating wages, maintaining data and complying with legal regulations. A small mistake could lead to major financial and legal consequences. Every figure must be correct, every payroll run must be accurate, just as every shot on goal by Messi must be perfect in order to score a goal.

Teamwork is essential in football. Each position – whether striker, midfielder or goalkeeper – has specific tasks that contribute to the team’s success. In payroll too, everyone involved, from the HR Administrator, HR Specialist and HR Business Partner to the HR Manager and Financial Accounting, must understand their role and work together smoothly. Every task must be carried out accurately and promptly to ensure that payroll runs are correct and on time. If just one person in the team is not performing optimally, the entire system can falter – much like a football team that can only be successful if all the players work in harmony.

A football coach must constantly develop and adapt strategies in order to react to the strengths and weaknesses of the opponent. In the same way, payroll management must react flexibly to changes in labor and social security laws or corporate structures. And not only in a national, but also in an international context. Agility and the ability to adapt quickly to new conditions are crucial in payroll.

Just as constant training and adapting to new playing tactics are crucial in football, payroll professionals must also continuously learn and develop. The world of payroll is dynamic, with constantly changing legislation and tax rules. A payroller must always be up to date, just like a football coach who is constantly studying the latest training methods and playing formations.

Although football and payroll may seem very different at first glance, they share fundamental similarities. As you watch Euro 2024, remember that the same principles for success apply both on the pitch and in the office. Teamwork, precision, adaptability and continuous learning are key elements in both areas. Just as Messi is admired for his free kicks and Klopp for his tactics, the invisible heroes in the payroll team deserve recognition for their precise and strategic work.

Comparable to a football team that compensates for weaknesses through transfers and training, we offer tailor-made solutions. Thanks to our large network and expertise, we can provide you with targeted support where you have gaps – both operationally and strategically. Contact us at an early stage to find the right time for an interim assignment.

HR Unlimited AG is an owner-managed company specializing in interim management based in Glattpark Opfikon, Switzerland, and has been offering such assignments in Switzerland and abroad for more than 22 years. HR Unlimited AG is Tanja Biel, Andreas Biel, Balz Schlittler, Marcel Brader, Christian Hobi, Martin Hegglin, Christoph Müller, Andreas Gnepf, Gramoz Lekaj, Guido Hediger, Benjamin Roth, Kadir Kirmizitas, Fabian Feller and a large pool of highly qualified and personally trusted interim managers.