Today's Guest: Marian D. Wensky
What drives our employees? Where do they come from, what is their motivation and what is life at objective partner actually like? Questions upon questions, that will be answered in our series #EmployeeVoices . My name is Rebecca Jankowski. I started as Content Manager on May '22 - and let's face it - I’m responsible for literally everything around communication. That's why it's especially important to me to capture our employee’s voices and tell the world out there what makes us tick as a company.
Marian, what made you decide to take a new direction?
I previously worked for a large corporation and wanted to get to know the other side of the corporate world. Of course you can learn a lot about processes and structures in this context, but other experiences that are the order of the day in a more agile environment are still missing. As a creative mind, you want freedom for new ideas and their implementation.
As a creative mind...
What exactly did you study and how did it come about?
I completed my Bachelor's degree in Communication Design in 2017. I then went on to do a Master's in Brand Management & Creative Communication. After graduating from high school, however, I didn't have much of a plan for my professional future. It all developed and came about in the process, I would say. Looking at things from a different perspective, developing ideas and concepts are the things that drive me forward. The creative implementation of these is the icing on the cake, so to speak. At my previous employer, some things were too narrow and not innovative enough for me.
Okay, so I decided to look for something new.
Yes, I was actually applying for a specific position at another company when my neighbor and buddy Tim approached me. He had been working for objective partner for a while and thought it would definitely be a good fit for me. So I simply wrote an unsolicited application and waited to see what happened.
What happened next for you?
Even during the application process, I was impressed by the speed and appreciation of my application. I wasn't treated like a supplicant, like the typical: "Why should we hire you at all?", but much more at eye level in the direction of: "Hey, great that you applied! How can we convince you to work for us?" That's a really rare experience. The job interviews were also transparent, honest and friendly. First my professional expertise was rattled off, the company was introduced and then we got down to business.
And how were the talks with the bosses?
I was surprised at how natural and easy the discussions felt. I had never heard of holacracy before and was immediately impressed by the new way of managing a company. No hierarchies, short decision-making paths and freedom for innovation and creativity. For me, handing over more responsibility to the employees is also a sign of trust. I never had objective partner on my radar at the beginning, but I was then inspired by Andreas and Michael's view and vision. Their authenticity as entrepreneurs and people also won me over in the end.
Now you've joined in times of COVID-19. Training and onboarding purely digital. How was that for you?
A small welcome pack, a digital office tour and Tim as my mentor made it easier to get started! Of course, it's always different to get to know your colleagues physically, but it worked wonderfully via Teams. After a brief introduction to the most important tools, the biggest part of the induction was probably learning by doing.
That's a good keyword. Learning by doing also implies one or two challenges. Is there anything specific here that you remember?
(he thought for a moment...) Yes, actually. But more in the direction of time management. Thanks to flexible working hours based on trust, we can theoretically decide what we do and when. But when a meeting marathon comes along, it becomes difficult in practice. On the one hand, you want to do everyone justice, but on the other hand, you don't want your own performance and quality to suffer.
And how did you solve that?
Actually just say "no" sometimes. In my experience, fewer meetings improve performance in other areas because you can work in a more focused way. It's better to set up content-driven meetings that really deliver added value. I did encounter resistance at first, but in the end I received more understanding and even encouragement.
For many people, the word "probationary period" is associated with fear and has negative connotations. What is your opinion on this?
To be honest: never really an issue. You feel like a fully-fledged team member right from the start. Before my probationary period ended, I met with Michael in person and actively asked for feedback. We also discussed goals and developments in order to have a direction for the future. Passing the probationary period was never a question.
How do you experience your working day today?
objective partner is actually the first employer that allows me to work in a way that suits me individually. Flexibility is the basis and breeding ground for my creative work and the independent work shows appreciation. Respect and communication at eye level are not a question. And above all, instead of permanent performance checks or queries, there is something much more valuable: trust
You have experienced for yourself what taking responsibility means. Above all, what it's like to make your own "baby" fly. Why don't you tell us more about it?
Making a visible impact is a matter close to my heart. I think that the topics of functional design and visual aesthetics are often still treated far too neglected. We are convinced that design and aesthetics contribute just as much to solving a challenge as our technological expertise. My first major project started in the fall of 2021: our corporate design needed to represent us as a company and our services in an authentic and visually clear way. To achieve this, it had to be completely rethought, conceived and designed. This allowed me to relaunch our brand conceptually and visually. After my pitch to Andreas and Michael, I immediately received positive feedback, appreciation and a clear "go". My ideas were not only welcome, but their realization was also required. Nine months later, we were able to go live in June this year.
What lessons have you learned from this project?
If you stand up for your cause and have the support of your colleagues and bosses, anything is possible. There will always be obstacles and conflicting opinions, but that is also part of the development process.
What do you wish for the future and what advice would you give to the talents out there?
What I would really like to see from the company is a greater awareness of design and its added value. That way, we can use the interaction between solution and design more profitably. To the talents out there, I would simply like to say: know your value and stand up for your cause and expertise. Be authentic and honest and the right thing will come along.
Stay tuned for our upcoming employee story. After all, they build the foundation of objective partner.
