Long established and practiced, we offer our employees the opportunity to work flexibly - whether remotely or in the office.

Our hybrid way of working enables many of our employees to work remotely and even work exclusively from home. However, flexibility also requires excellent communication and regular personal interaction. That's why we rely on modern work tools such as Microsoft Teams to stay connected at all times and take our company's productivity to a new level. In addition, everyone in the Holtmann+ team receives a mobile phone, which they can use to access the system flexibly from anywhere.

But we offer more than just digital networking. We also focus on personal interaction. That's why we invite our employees to explore our inspiring offices in Nuremberg, Langenhagen and Wilhermsdorf. Here, productivity, creativity and team spirit come together to create a unique working atmosphere. There are also positions in the company that are not designed for remote working. These include the warehouse area, for example, where manual work is carried out that requires employees to be on site. Here, we offer fixed places in the premises that are used for communication and where employees can find out about current topics.

Depending on the individual needs and circumstances of our employees, our flexible working offer has many advantages and disadvantages.

One major advantage is the flexible scheduling, which enables our employees to achieve an optimal work-life balance. 

This is how Louisa Lorenz, Corporate Communication & Network Manager at Holtmann+, describes it:

"As a mother and team lead at Holtmann+, I appreciate the flexibility of my employer, which allows me to organize my work to fit in perfectly with my family life. The ability to work from home or remotely is invaluable as it allows me to balance work and children. This flexibility not only means less stress, but also greater efficiency and satisfaction in my working life. But as a team lead, it's just as important for me to have a physical office where I can interact with my team and colleagues, develop creative ideas and have lively discussions. Remote work brings both opportunities and risks and as a lead, it is my responsibility to meet the needs of my team and to always be available as a digital leader. Communication, whether in person or digitally, is the key to success."

Location-independent working allows for a certain amount of variety. Whether working from home, a café, a co-working space or in the office - each of us can find out individually where we are most productive. This also makes working time much more effective and saves additional commuting time and costs.

Denise Monser, Officer Operations Langenhagen at Holtmann+, reports:

"For me, the option to work exclusively remotely is extremely practical. It allows me to be flexible and adapt my working environment to my needs, whether from home or on the road.
Nevertheless, I appreciate the opportunities for communication and contact within my team that are provided by modern technologies such as video conferencing and chat platforms. As a result, I never miss a moment of team spirit or contact with my colleagues."

As not all of our colleagues are in the office at the same time, we only need a small number of fixed workstations. Thanks to our flexible co-working spaces, we still offer everyone the opportunity to work in our offices.

Cris Vornkahl, CCO at Holtmann+, explains:

"It is very important to us that our workstations meet the requirements of the dynamic work within our interdisciplinary teams in the best possible way. Our broad range of services requires a flexible team composition, which in turn also requires a high degree of flexibility in the workstations. We can make this possible with our co-working spaces and flexible space allocation on a daily basis. A combination of fixed workstations (if desired), remote work and our co-working spaces is therefore the right way forward for us and our employees."

As perfect as this working environment may sound, the high level of flexibility also has its disadvantages.

The limited personal communication is undeniable. Working from a remote office makes spontaneous communication more difficult and, in some cases, collaboration. Instead of a spontaneous meeting in the hallway or over lunch, everything takes place digitally. If this spontaneous interaction is missing, some people can feel socially isolated, which in turn can have a negative impact on team spirit. For some people, it can also be a challenge to clearly separate work and private life when working from home. Remote working is not a suitable model for everyone.

As with any topic, the motto is: a good mix makes the difference!

In addition to the impact on each individual employee, flexible working also has a significant impact on managers and teams within a company.

Open working models are based on trust-based leadership. They require a high level of trust between managers and employees. Personal responsibility and work discipline are top priorities for employees and should not be exploited or violated.

When all employees are working from different locations, an effective communication strategy is key. Managers must ensure that clear lines of communication are established and that all team members communicate regularly and effectively with each other.

Frederik Dallas, Team Leader Concept & Strategy at Holtmann+, provides a best-practice example of this:

"In our day-to-day communication in the Concept & Strategy team, we rely on clear communication channels and regular effective interactions. We use tools such as video conferencing and messaging platforms to ensure direct and seamless collaboration. This allows us to work optimally, even if half of the team is mostly working remotely."

Offering a remote office makes the employer popular, but it also requires a high degree of adaptability. Managers need to be able to rely on and support the different working styles and needs of their team members.

Another challenge is to promote team culture and cohesion, as flexible working creates physical distance between team members. Regular virtual meetings and physical get-togethers with lots of team-building activities make it possible to create emotional cohesion despite physical distance.

For the evaluation and management of performance, managers need to develop new methods. This could include setting clear goals, regular performance reviews and the use of technology to track performance. Ultimately, each company must decide independently which method works best for them.

Overall, flexible working requires an adaptation of management methods and a conscious effort to create a positive and productive working environment for all team members, regardless of their location or working hours.

In conclusion, Jörg Zeißig, CEO at Holtmann+, summarizes:

"In my view, it essentially comes down to two things:
The attractiveness of collaboration must be lived by the management team in the form of a collaborative management style and linked to uniform values. These include, for example, trust, loyalty, flexibility, appreciation and many others. The leadership role is changing in the direction of "goal and value-oriented leadership" in conjunction with "leadership at a distance". This also requires a significant learning curve in terms of shaping the world of work. Answering the question: "How do we best work together?" is crucial for business success."

Are you looking for a new job?

Then drop by and experience what it means to be part of the Holtmann+ team. We not only offer exciting tasks, but also a harmonious working atmosphere characterized by transparency, trust and open communication. Flat hierarchies, trust-based working hours as well as family outings and team events make our offer what you are looking for.

Join us and discover the diverse career opportunities at Holtmann+!

Click here for our vacancies: www.holtmannplus.de/en/career