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Hybrid work has long been more than just a short-term trend – it has become a decisive competitive factor. Companies that strategically establish flexible working models benefit from greater employer attractiveness, more efficient processes and more satisfied employees. At the same time, the mix of on-site and remote work brings new challenges: from cultural development and leadership to technical infrastructure.

For hybrid working models to function in the long term, a human resources strategy is needed that enables flexibility, provides guidance and creates organisational stability.

What is a hybrid working model?

A hybrid working model combines working in the office and working at an external location – typically in a home office or on the move. The exact proportion varies depending on the company, team or individual agreement.

The aim is to leverage both the advantages of on-site collaboration and the efficiency and freedom of decentralised working. However, the model only works if roles, responsibilities and processes are clearly defined.

1. Strengthening corporate culture at a distance

When teams meet less frequently in person, culture must be consciously shaped. Challenges arise when information flows break down, a sense of belonging declines or unequal conditions arise for remote and office-based employees.

HR should therefore pay attention to the following elements:

• Transparent communication

• Shared rituals and digital meeting formats

• Clear guidelines for collaboration and availability

• Regular feedback loops

2. Rethinking leadership: trust, clarity, digital competence

Hybrid teams only work with leaders who:

• Evaluate results rather than presence

• create transparency

• are proficient in virtual communication

• involve remote teams in the same way as on-site employees

Many companies supplement internal training with external support – for example, by recruiting international specialists who are already accustomed to hybrid collaboration. Specialised recruiting services can be used to find suitable profiles at home and abroad.

3. Infrastructure & compliance: The basis for productive work

Hybrid work requires a stable foundation of technology, data security and clear processes. This includes:

• Modern collaboration tools

• Secure remote access

• Digitised HR processes

• Uniform rules for working hours, data protection and communication

Companies that integrate international teams into hybrid models also need compliance security. This is where an Employer of Record (EOR) model offers decisive advantages: the service provider takes on labour law, tax and administrative obligations, while the company retains operational management.

What does hybrid work mean for a modern HR strategy?

1. Redefining role profiles and competencies

Hybrid working models are changing tasks, responsibilities and requirements. A modern HR strategy should therefore clearly define which skills will be key in the future and how teams can be strengthened for hybrid collaboration.

Important levers include:

• updated role profiles that reflect hybrid working realities

• digital skills such as collaboration tools, process digitalisation and data literacy

• greater self-organisation to efficiently coordinate distributed work

• clear standards for virtual collaboration and communication

• Leadership skills that promote trust, orientation and team cohesion at a distance

2. Redesigning talent retention and employee experience

Hybrid work is not only changing where people work, but above all how employees experience their relationship with the company. A modern HR strategy must therefore focus more strongly on meaning, belonging and development.

Important levers are:

• Consistent onboarding that works remotely and on site

• Clear learning and development paths, even for employees who work predominantly remotely

• Regular touchpoints to keep an eye on motivation, engagement and stress levels

• A hybrid feedback and recognition culture that includes all employees

3. Digitise processes to reduce complexity

Decentralised work naturally generates more coordination. Digital HR processes reduce this complexity – for example, through online onboarding, automated document management or AI-based communication.

Companies looking to reduce their workload rely on services such as:

• digital communication solutions and translation AI

• automated workflows

• remote-enabled support teams

This keeps the organisation efficient, even when employees are spread across the globe.

How HR service providers strategically support hybrid work

HR service providers become important partners in hybrid models – not as a replacement, but as a complement to internal HR teams.

They provide support by:

• quickly providing skilled workers (nationally and internationally)

• building talent pools for hybrid roles

• Relieving the burden on HR teams on a project-by-project basis

• Employing international employees in a legally compliant manner via EOR

• Facilitating hybrid communication with digital solutions such as LLM

• Handling relocation and migration issues for international talent

This creates a personnel strategy that is flexible, resilient and globally compatible.

Conclusion: Hybrid work is an opportunity – if the personnel strategy grows with it

Whether temporary work or permanent employment is the better choice always depends on the individual Hybrid working models are changing the way companies manage, organise and collaborate. Investing now in culture, leadership, technology and flexible personnel structures not only strengthens your own competitiveness, but also creates a working environment that retains skilled workers in the long term.

Would you like to further develop your hybrid HR strategy? Then get in touch for a no-obligation consultation.

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This year, Trenkwalder Personaldienste GmbH celebrates a remarkable milestone: 40 years of expertise in human resource management – shaped by continuous development and the ability to adapt to an ever-changing world of work. What began in 1985 as a small company in Steyr, Upper Austria, is today a Europe-wide HR and business partner that successfully connects people with companies and actively helps shape the future of the industry.

From Classic Personnel Services to a Digital HR Partner

Over the past four decades, Trenkwalder has evolved from a traditional staffing provider into a modern technology and consulting partner. Today, the company supports its clients not only in recruitment and temporary staffing, but also in complex processes such as Business Process Outsourcing (BPO) and AI-driven HR solutions.

Data-based models help companies optimize workforce planning and recruiting. With intelligent systems for skill matching, workforce management, and process automation, Trenkwalder provides forward-thinking support tailored to the needs of a fast-moving labor market.

Technology and Humanity: Our Recipe for Future Success

Digitalization and automation will continue to shape the future of HR management. But Trenkwalder intentionally combines technological innovation with human expertise. The integrated HR platform connects recruiting, talent management, and workforce analytics in real time – enabling faster and more precise decision-making.

At the same time, people remain at the center of everything we do: technology is designed to simplify processes, not replace human insight. This creates modern, efficient, and empathetic HR services that serve the needs of both companies and employees.

From the Very Beginning: Our Longest-Serving Employees Share Their Stories

To mark 40 years of Trenkwalder, we are not only looking back at the history of the company – but at the people who helped write this history. They have been part of our journey for decades, have experienced change and growth, and have helped shape it.

We spoke with four of our longest-serving colleagues – Slavica, Sonja, Sissi and Ilse – and asked them to share their personal memories, reflections, and experiences with us.

Slavica (33 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back at that time?
  After 33 years, I can look back with pride and gratitude at a long period that has shaped me both professionally and personally. I had the privilege of being part of a great team and meeting many wonderful people.
  

• What has motivated you to stay with the company all these years?
  It was never “just a job.” It was the people around me – colleagues you could laugh with, learn from, and get through difficult times together.
  

• Are there special memories or moments that have stayed with you?
  I was especially touched by the celebrations, anniversaries, and events where you could really feel that we were more than colleagues – almost like a family. These memories stay with me, and they are priceless.
  

• In your opinion, how has Trenkwalder changed over the years?
  Despite all the changes, one thing has remained the same: the commitment to people. The heart of Trenkwalder has always been the way we treat one another.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  For me, the company was more than just a workplace – it felt like home. Over time, colleagues became friends you could always rely on.

Sonja (30 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back?
  I’ve been with Trenkwalder for 30 years, and I keep thinking: Wow, where has the time gone? It doesn’t feel that long at all. 😉
  

• What has motivated you to stay with the company all these years?
  I started as an apprentice and today I am the head of the payroll department. There is always something new – new challenges that keep the work exciting. These challenges help you grow, and that’s what keeps me motivated.
  

• Are there special memories or moments that have stayed with you?
  After such a long time, there are countless wonderful, funny, and also sad memories – it’s hard to choose just one. From my final apprenticeship exam (sadly without distinction), to changing departments (with all colleagues dressed in black), to excursions and company events – I hope many more great moments will follow.
  

• How has Trenkwalder changed over the years?
  From a small family business to a corporation. The company grew very quickly, and digitalization has accelerated and continues to move forward – creating new opportunities for the company and its employees.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  Like friends and family – because we face highs and lows together, support each other, and always have each other’s backs.

Sissi (34 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back?
  I’ve been with Trenkwalder for 34 years, including six years seconded to another company and later working in controlling and payroll. As more and more colleagues retire, I’m slowly realizing that I’m no longer among the youngest either. Looking back, the time has flown by far too quickly. But I’m grateful to continue spending many more years here with all of you.
  

• What has motivated you to stay with the company all these years?
  I have always felt comfortable here, was surrounded by a great team, and we always motivated each other even in difficult times.
  

• Are there special memories or moments that have stayed with you?
  The company celebrations were always something very special and memorable.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  Many of my colleagues have been with me for a long time – some are now already enjoying retirement. We have always tried to make the best of every situation. When I think of the COVID-19 pandemic, for example: it was a very challenging time for our department, but we managed it well – only because we worked together as a team.

Ilse (31 years at Trenkwalder)

• How many years have you been part of Trenkwalder, and how do you feel when you look back?
  I have been with Trenkwalder for 31 years – an exciting and challenging time, full of achievements and obstacles we overcame. Never a dull moment at work!
  

• What has motivated you to stay with the company all these years?
  A team of creative people who enjoy solving problems. Team spirit and working together.
  

• Are there special memories or moments that have stayed with you?
  COVID was a real test for our payroll department. Only through teamwork and around 3,000 overtime hours were we able to manage that period. We spent evenings working together online until midnight – talking, working, and keeping our spirits up with humor. I want to thank all my colleagues for mastering those three years together – even during the toughest times.
  

• How has Trenkwalder changed over the years?
  For many years, Trenkwalder was a true family business with close personal ties. That spirit remains: when a problem arises, we roll up our sleeves and solve it together – and that’s what I appreciate to this day.
  

• Describe Trenkwalder in a few words – what does the company or your colleagues mean to you personally?
  A vision that came true. People who contribute their time, energy, ideas, joy in finding solutions, collegiality, and friendship – even in difficult phases.

Thank You for Your Commitment – Day After Day, Year After Year

The stories of Slavica, Sonja, Ilse, and Sissi represent many long-standing colleagues who have shaped the development of Trenkwalder with heart, dedication, and expertise. They are the reason the company has been successful for decades – and will continue to be in the future.

Thank you for being such an important part of our history. Here’s to the next 40 years!

A Look Ahead: Where Do We Go From Here?

Technological advancement will continue to be a driving force in the coming years. Trenkwalder will keep investing in AI, automation, and data intelligence to develop innovative services and enhance existing processes.

But despite all innovation, one thing remains constant: People are at the center of everything we do.

With a clear vision based on trust, partnership, and innovation, Trenkwalder will continue shaping the future of work – together with its employees, customers, and partners.

Conclusion

40 years of Trenkwalder stand for growth, innovation, and the successful fusion of humanity and technology. The company has mastered the challenges of the modern working world and established itself as a pioneer in digital HR transformation. With strong values, fresh ideas, and a clear vision for the future, Trenkwalder will remain a reliable partner for companies and talent for decades to come.

Celebrate With Us!

Trenkwalder extends heartfelt thanks to all employees, customers, and partners who have supported and shaped this journey. Together, we look back on four successful decades – and look forward to a future full of innovation, collaboration, and new opportunities.

In times of economic uncertainty and skills shortages, companies need to make their personnel planning both flexible and cost-effective. But which form of employment makes sense under which conditions – temporary work or permanent employment?

A clear answer depends on many factors: from the market situation and personnel requirements to the strategic goals of the company. The following overview shows when which model pays off – and what smart alternatives are available.

Overview of costs

Both temporary work and permanent employment involve different cost structures.

The following items are usually incurred for permanent employees:

• Wages and salaries including social security contributions, holiday pay and sick pay

• Recruitment costs, e.g. for job advertisements, application processes and onboarding

• Training and further education expenses

• Planning and administration costs for personnel controlling and scheduling

With temporary work, a large part of these fixed costs are eliminated because the employment relationship is handled by a personnel service provider. The company only pays the agreed hourly rate, which already includes all employer obligations. The service provider covers the costs of recruiting, payroll accounting and absence management.

Scenarios: When is which model worthwhile?

Short-term demand or project peaks

When order peaks or short-term projects create additional staffing requirements, temporary work is usually the more economical choice. Companies gain flexibility without entering into long-term commitments.

In addition, qualified specialists are often available within a few days via personnel pools – ideal when speed is of the essence.

Long-term personnel expansion and know-how transfer

For key positions that require in-depth specialist knowledge or high strategic relevance, permanent employment remains the more sustainable solution. It creates loyalty, continuity of know-how and enables long-term competence development.

Those who want to invest specifically in this area can make use of complementary services such as recruitment to find suitable candidates.

Uncertain market conditions or economic fluctuations

In uncertain times – such as when demand is volatile or geopolitical changes occur – temporary work helps to minimise cost risks. Staff can be deployed as needed and reduced when necessary without time-consuming termination processes.

Companies that want to further optimise their processes can also rely on business process outsourcing – for example, in payroll accounting or customer service.

Economic advantages of temporary work at a glance

• Cost control: Fixed costs are converted into variable costs.

• Planning security: Staffing requirements can be flexibly adapted to the order situation and projects.

• Time savings: Recruiting, contract management and administration are handled by the service provider.

• Risk minimisation: Employer obligations such as social security contributions or sick days are eliminated.

• Rapid scalability: Access to qualified specialists via established talent pools.

Especially in industries with a high volume of projects or seasonal fluctuations – such as manufacturing, logistics or customer service – temporary work can therefore be a strategic addition to the permanent workforce.

When permanent employment pays off in the long term

• High degree of specialisation: When knowledge is closely linked to the company.

• Stable order backlog: When staffing requirements remain predictable and constant.

• Corporate culture and loyalty: Long-term retention can increase motivation and productivity.

In such cases, it is worth making targeted investments in recruiting and employee development, for example through tailor-made recruiting process outsourcing solutions or targeted training programmes.

Combination as a model for success: flexibility meets stability

In practice, many companies rely on hybrid models that combine temporary work and permanent employment. This allows the core workforce to secure knowledge and stability in the long term, while external staff are deployed on a project-by-project basis.

This combination enables a high degree of adaptability with predictable fixed costs – especially when integrated into comprehensive HR services.

Conclusion: the right balance is key

Whether temporary work or permanent employment is the better choice always depends on the individual situation – the project duration, qualification requirements, market situation and corporate strategy. While temporary work offers flexibility, cost control and rapid availability, permanent employment ensures knowledge, stability and long-term employee retention.

Those who strategically combine both models and call on specialised partners when necessary benefit from a balanced combination of cost-effectiveness, security and adaptability.

Would you like to know which model is most economical for your situation? Then let us advise you without obligation – together we will find the right solution.

Interested in finding out more? Follow us on LinkedIn, Facebook, and Instagram to stay up to date with the latest topics on careers, personal development, and the world of work!

Munich, November 2025 – Trenkwalder Personaldienste GmbH, part of the internationally active Trenkwalder Group, is celebrating its 40th anniversary in 2025. Founded in 1985 in Steyr, Upper Austria, the company is now one of Europe’s leading HR and staffing service providers – with a presence in 15 countries and a clear vision: combining human expertise with artificial intelligence to holistically support companies in their HR strategy.

From personnel placement to intelligent end-to-end HR solutions

What began as a classic staffing agency has evolved over four decades into a versatile, technology-driven partner for the future of work. In addition to temporary staffing and personnel placement, Trenkwalder today focuses on Business Process Outsourcing (BPO), data-driven decision models and AI-powered technologies that make processes more efficient, faster, and more transparent.

“40 years of Trenkwalder is a milestone we look back on with pride – and at the same time an incentive to actively shape the transformation of the working world. With our new AI solutions for recruiting, skill matching and workforce management, we create added value for customers and candidates alike.”
— Mark Pollok, CEO, Trenkwalder Group

Modern HR solutions for a dynamic world of work

Trenkwalder sees itself not only as an intermediary between companies and candidates, but as a strategic partner for digital HR management and smart business processes. In times of skilled-labor shortages, digital transformation, and increasing efficiency requirements, the company offers tailored, technology-driven solutions across the entire HR value chain.

These include, among others:

• Business Process Outsourcing (BPO): Taking over defined HR and business processes – from recruiting to payroll to administrative support – to relieve internal resources.

• AI-powered HR technologies: Using artificial intelligence and predictive analytics for process automation, pre-selection of applicants, skill detection, and workforce planning.

• Digital platform solutions: Development of an integrated HR platform that connects recruiting, talent management, and workforce analytics in real time.

• Industry-specific solutions: Customized strategies for industrial, logistics, office & finance, and technical fields – supported by data-driven market and trend analyses.

“Our transformation reflects how profoundly the world of work has changed. We are investing specifically in AI, automation, and data intelligence to create long-term value for our customers while opening up new opportunities for people.”
— Mark Pollok, CEO, Trenkwalder Group

A reliable partner since 1985 – with a clear view of the future

With a stable market position, deep industry know-how, and a growing portfolio of intelligent HR services, Trenkwalder looks confidently to the future. The company has been active in Germany since the 1990s and today supports customers ranging from medium-sized businesses to international corporations.

The goal remains unchanged: connecting people with companies – efficiently, sustainably, and with a forward-looking approach. The 40th anniversary not only underscores the company’s long-standing stability but also its ambition to actively shape technological and societal change in the labor market.

About Trenkwalder Personaldienste GmbH

Trenkwalder Personaldienste GmbH is part of the Europe-wide Trenkwalder Group, headquartered in Austria. Since 1985, the company has offered tailored services in temporary staffing, personnel placement, Business Process Outsourcing, and HR technology.

With new AI-based solutions and a nationwide branch network, Trenkwalder supports customers across numerous sectors – from industry and logistics to commercial and technical fields – actively helping shape the future world of work.

About the Droege Group

Founded in 1988, the Droege Group is an independent investment and advisory firm, fully family-owned. The company specializes in customized transformation programs aimed at increasing enterprise value. The Droege Group combines its family-business structure and financial strength into a unique family-equity business model. It invests its own capital in “special opportunities” with a focus on medium-sized companies and spin-offs, as well as strategically in buy-and-build transactions.

Guided by the principle “Execution – according to all the rules of the art,” the group is one of the pioneers of implementation-oriented corporate development. Its entrepreneurial platforms are aligned with long-term megatrends. Passion for quality, innovation, and speed drives the company’s development. The Droege Group is successfully positioned in both national and international markets and operates with its entrepreneurial platforms in 30 countries.

Clean and Safe: Why Workplace Order Boosts Safety, Health and Motivation

A clean, well-organized workplace is more than just a sign of professionalism – it’s an essential part of occupational safety and health. Order and cleanliness help to minimize the risk of accidents, streamline work processes, and increase employee motivation.
But how can lasting order become part of everyday work?

Safety Starts with Order

Blocked escape routes, tangled cables or spilled liquids – small oversights can have serious consequences. According to occupational safety statistics, many accidents result from tripping, slipping, or falling hazards that could easily be avoided with consistent organization.

A tidy workplace ensures that:

• Escape and rescue routes remain clear

• Fire extinguishers and first aid kits are always accessible

• Tools and materials are safely stored and easy to find

The result: greater safety, less stress, and a significantly reduced risk of accidents.

Working Efficiently Through Structure

A well-organized workplace saves time and nerves. When employees know exactly where to find tools or documents, they can focus on what really matters. This boosts productivity and reduces stress.

Companies that promote order systematically benefit in many ways:

• Fewer accidents and higher safety

• Faster, more efficient workflows

• Better visibility of materials and processes

• Increased motivation and team satisfaction

The 5S Method: Systematic Organization

A proven approach to maintaining order in the workplace is the 5S Method – originally developed in Lean Management and now widely used across industries.

It follows five easy steps:

1. Sort (Seiri) – Remove unnecessary items and keep only what’s needed.

2. Set in Order (Seiton) – Arrange tools logically, label or color-code them.

3. Shine (Seiso) – Regularly clean workstations, machines, and tools.

4. Standardize (Seiketsu) – Make cleanliness and order a routine part of work.

5. Sustain (Shitsuke) – Maintain discipline and embed the 5S principles into daily routines.

This method not only prevents clutter but also strengthens employees’ sense of responsibility and fosters a culture of awareness and care.

Cleanliness as a Corporate Value

Order and cleanliness thrive on shared responsibility. Managers and employees must work together to make a clean and organized environment a natural part of the company culture.

Helpful measures include:

• Clear responsibilities (who cleans what, when, and how)

• Regular training and safety briefings

• Transparent workplace guidelines

• Positive feedback and visible appreciation for a clean workspace

This approach creates a culture where safety, health, and quality go hand in hand.

Conclusion: Cleanliness Pays Off

A tidy workplace is not a luxury – it’s the foundation for safe, efficient, and healthy work. Regular cleaning, removing unnecessary items, and maintaining structure not only prevent accidents but also strengthen team spirit and morale.

At Trenkwalder, we support companies and employees in creating safe, clean, and productive workplaces. Because a clean environment leads to clear minds – and clear minds make the difference.

You can download the flyer “A Clean Matter – Order and Cleanliness in the Workplace” with all information about the 5S Method here.