People Advisory

In phases with high decision-making and time pressure, every minute counts. When key roles in finance, operations, or project management are vacant, implementation becomes a risk—in times of crisis, but also during growth, transformation, or transition phases. In such situations, tailor-made interim and executive search solutions bring targeted leadership experience and implementation expertise to the company. They create additional certainty by clearly anchoring responsibility, driving decisions forward, and confidently involving relevant stakeholders. The decisive factor here is not only the speed of recruitment, but also the ability to actually make an impact in challenging phases. In this interview, Anne Rienecker, head of enomyc's new People Advisory business unit, and managing director Julia Hammer explain how they support medium-sized companies with their services and why even the best interim manager is not a “jack of all trades.

"What kind of working environment do you want in order to stay motivated and work in an optimal way?" This question was the starting point for the renovation of enomyc's Stuttgart office. The newly designed rooms at our familiar location at Kleiner Schloßplatz 13 are now officially open. An inviting ambience, flexible and usable workplaces and state-of-the-art technology reflect the company’s good understanding of New Work. Julia Hammer, partner, COO and renovation overseer, is convinced that employees won’t be the only ones who benefit.

Mentorship seems to be on everyone's lips at the moment, despite it being basically nothing new. And indeed, one mentorship model is disrupting the classic old-teach-young method. It's known as "reverse mentoring" and with this the Golf generation learns from the zoomers, the boomers from the millennials - vice versa and across departments. At companies like Microsoft, the CTOs learn from the next generation, they say. We asked around in our own ranks: Why is there so much talk about reverse mentoring these days? What are the benefits for mentees, mentors and companies? And what do companies miss out on if they do without it? An interview with Julia Hammer, mentor, mentee and COO at enomyc.

The pandemic has acted as a catalyst for the implementation of digital processes in companies. Apart from enormous IT purchases and the new learning of digital applications, New Work is becoming more and more pervasive: a structural change in the working world as we knew it before. Remote work and home office: What was otherwise an exception is increasingly becoming mainstream. Now that the supposed normality is returning due to the progress of the vaccination, we are hearing more and more often about cases in which employees would prefer to continue working in the home office, even post-pandemic. What are the opportunities and what are the limitations of remote management? Can a hybrid between New Work and presence culture succeed? And if so, which distance leadership skills are a must? An interview with Dr. Axel Hermeier, our Head of HR.

Challenge, encourage, and feedback - these are the three components of our mentoring program. Dr. Axel Hermeier, Head of HR at enomyc was a mentee himself, and thinks: "Mentoring programs are a necessity". Why especially in the consulting business? How do companies and employees in general benefit from mentoring? What is the concrete situation at enomyc, and what recommendations does Dr. Hermeier have for companies wishing to introduce mentoring programs? Learn more in our interview.

The faces and stories of our consultants are many and varied. Hardly anyone’s career path that led them to enomyc is like another. We interviewed two of them: Industrial engineer and senior consultant – at 26 years old, Felix Dosch has lived in Australia, worked in the USA, and studied in Taiwan. And 55-year-old Reiner Winkelbauer, business mathematician and partner, completed his master of science in 1990 in Syracuse, New York, before assuming responsibility for 600 employees and 70 million euros in sales as a CFO and managing director for many years. Learn more The most important lessons: advice they didn’t take and insights they want to share with prospective talents.