Magazine BEAST #12 2018

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18 #Business | HR How can traditional companies compete with startups and their agile ways of working, promoting flexibility, etc? Joining either a traditional company or startup is a different opportunity and both add great value to someone’s career. I am very grateful for the foundation larger companies gave me before joining the startup scene. Of course, we can all learn from each other—especially around providing employees with true autonomy, breaking through the traditional hierarchy to increase the speed and quality of your decision making, and creating a culture of innovation. There are some principles to incorporate. At the same time, I see large companies put too much focus on “the startup” scene. We are ready to move to a world where we communicate better, to starters and job seekers, what the honest difference is between different opportunities—with pros and cons on both sides. The startup scene can use more people with a corporate background and the other way around. More collaboration and exchange would be healthy. What about talent retention and people development at N26? Can you share some of your best practices? We are going through true hyper growth. This is not easy it has some very specific implications for the personal development of our employees: A steep growth trajectory of all employees is required: the scope of roles expands faster than unguided personal growth can keep up with. We have a constant focus on helping people to accelerate and provide everyone with a personal development budget they can use to support this growth. Evolving organizational design and structural changes is of high importance. Only the smartest people can keep formal structures limited. We don’t have fixed carrier paths. People at N26 have started in roles that were completely different compared to their current work. While of course we also hire for experience, to succeed in our organization we need people with a growth mindset, a tremendous drive, and resilience. We put a strong focus on management development to equip managers to guide their teams through their steep growth trajectory and constant change. BEAST MAGAZINE #12 According to you, what are the next challenges HR people will face in the years to come, notably through the advent of new technologies, new market demands and employee needs, etc? The first obvious topic is artificial intelligence. HR isn’t just becoming the change agent for its own area, but also for the organization as a whole. It is helping to define what the nonemotional customer or employee journeys are and where AI and other technologies are the solutions. Still, there will always be emotional journeys, journeys on which you need analog (inter)action for a better experience or higher quality result. It’s a great topic and opportunity for the HR profession to have a differentiating impact. Secondly, HR needs to evolve from being a one-size-fitsall solution to a tailored service for its organization. HR professionals have the tendency to network and share experiences and find solutions for similar problems. I don’t hear enough HR people truly defining how they want to “practice HR” in their environment. At N26 we defined an employer vision. Similar to a product vision, it guides our roadmap decisions and the design of all our people processes and products. Everyone in the people team is aware of this vision, and we shared it with the whole organization as well. It’s tailored for our environment and the challenges we face. I would love to hear more HR people talk about how they defined the HR DNA for their workplace. Finally, does working for the «bank of tomorrow» mean that you are looking for the «talents of tomorrow?» How would you define the talents of tomorrow? As I mentioned before, we are growing and maturing so fast, that it’s almost humanly impossible to keep up with the growth and evolution. This means that all our processes and interactions are future focused. Including our hiring. We hire people who can tackle the problems we will need to solve tomorrow. Sometimes, the talents of tomorrow are the talents who have seen the other side already and, sometimes these are the talents selected on drive, eagerness, and a growth mindset. The combination of the two is very powerful. As an example, one of the biggest milestones for our organization was getting our European banking license. This was driven by our Bank MD, an experienced bank executive with over 20 years of experience, and a younger employee, for whom N26 is the first employer, who is smart, eager, and full of drive. The latter just got nominated for 30 under 30 in by Forbes DACH. An unconventional, but very successful combination: they made the “impossible” happen. That’s what truly makes us the bank and employer of tomorrow.
GALA HR ONE 2018 EUROPEAN CONVENTION CENTER LUXEMBOURG DÉCOUVREZ UNE NOUVELLE EXPÉRIENCE, UN MILLIER DE DÉCIDEURS RH ATTENDUS MAIS AUSSI 40 PARTENAIRES / 20 STARTUPS / 12 HR AWARDS / 10 GRANDS SPEAKERS CASSIE KOZYRKOV Chief Decision Scientist, Google Inc. JEAN-GABRIEL CAUSSE Workplace designer NOOR VAN BOVEN Chief People Officer, N26 SARAH JAFARSHAD-RAJAEI Directrice générale, Bleu Vert Concepts DR JULIA SHAW Memory hacker, psychological scientist & co-founder of Spot PASCAL LIÈVRE Explorateur polaire, spécialiste des environnements extrêmes RETROUVEZ TOUTES LES INFORMATIONS SUR LE SITE GALA.HRONE.LU Korn Ferry • Spot • PwC • Golden Bees • SD Worx • Jenji • Cardif Lux Vie • Globe Payroll • Great Place to Work® Luxembourg • Equilibre Morgan Philips Executive Search • Sodexo • Fyte • RH Expert • Nexten.io • Protime • MySkillCamp • fr2s • Hunteed • Bleu Vert Concepts Skeeled • Luxfactory • Domaine Mathis Bastian • Nap & Up • Challengiz • EnjoyB • Wagener & Associés • Talentsoft • Ayno Nissan CAR Avenue • Diateino • Skiply • neojobs • Entreprises Magazine • rms.lu • Agefi • BEAST • Entertainrr
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Magazine BEAST #12 2018

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