They hope to create a more modern

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Ideally, this new culture emerges on its own and is perceived as a natural side effect in a process that leads to a stronger focus on people and greater psychological safety. It is about a team culture in which all team members should contribute and can express themselves freely without having to fear negative consequences. Google was able to demonstrate impressively in an internal project a few years ago that this not only promotes the climate in the team, but also very specifically boosts the team's performance. In November 2021, Harvard professor Amy Edmondson, a pioneer in the field of psychological safety, was voted number 1 of belarus rcs data the most important management thought leaders by the Thinkers50 with her approach. Every team that has reached a level of psychological safety has such a strong basis of trust that addressing people using the informal "Du" becomes natural and a distancing "Sie" is perceived as unnatural and hindering.

The frequently asked question of what is the point of everyone in the company using the informal “du” form of address is therefore wrongly posed. The informal “du” form of address is not a means of achieving something, but the result of a lived cultural development. However, many imagine that they could shortcut the path to such a cultural development and start using the informal “du” form of address when recruiting young talent. In times of a rampant shortage of skilled workers, cooler image among the young target group and only realise later that the inconsistency between the informal “du” form of address in the application process and a traditional hierarchy is guaranteed to be noticed by applicants. If you look at current surveys of young talent, you can see that a career “at all costs” is no longer at the top of the wish list, but instead a meaningful job, an attractive, sustainable company purpose and flat hierarchies with managers who make it possible for everyone to contribute.