Taking too long? Close loading screen.

Does the classic employer still exist?

Tough question, because what does the term “classical” still mean today? In any case, the answer in these cases is probably no. At least according to the numerous recruiting and marketing initiatives that catch your eye every day and emphasize how incredibly innovative and digitally the company in question is.

One example of what future organizations might actually look like is 1789 Innovations AG . But how does it feel to take the first steps here?

I, Michael, student and for a few months the new 1789 intern (or “partner” as the team members call themselves), wants to give you a little glimpse here.


Day 1 – Boarding the revolution rocket

When you have your first working day as an intern, you might expect the classic onboarding: How is the organization structured? What does the IT look like? Who does what? What are the individual tasks and responsibilities? Business as usual.
But where can I implement the company’s internal performance system called OKR?

In a network organization search as of 1789, a lot is possible in this direction. But I already jump right into the details. At the beginning of my work, I had to understand what all this meant. Fortunately, this only seems complicated at first glance.


Day 2 – Vocation instead of a profession?

As a student or more generally, as a young person, you dream of turning your hobby into your profession . This is exactly what my schoolmate Max did. 

In the context of 1789, he wants to bring his ideas about the future of organizations to life and is passionate about how to make people happy. But not only him – all team members quickly give the impression of living the collective vision. They believe in their work because they are convinced that their path is the right one.

So, a vocation instead of a profession? A clear ” yes ” to that. Sometimes it is even combined.


Day 3 – OK (R), what else?

Google is so successful. One of the reasons, in addition to the substantial ingenuity of the founders, is the management method Objectives and Key Results , or OKR for short. The aim here is to derive detailed overall goals from the company’s vision and mission, which represents a desired state of the company within three months. From this, you can write out key results, ie, milestones, to be published in the upcoming quarter.

The trick is that the goals and key results cascade through the entire company down to each colleague. Doing this, each person has his or her own work goals, whichever is enabled to set, while at the same time can be traced. This allows you to concentrate on the work steps, and, moreover, a better evaluation of your daily work.

Have you become curious? In this watchable video , Rick Klau, a partner at Google Ventures, explains how the OKRs work at Google.


Day 4 – “Are they crazy?”

Thus, in the new quarter, the OKR method for the first three days, so that in the new quarter the necessary implementation can take place. At this point, I’d like to ask: are they completely crazy?
At 1789 this is almost a tradition – a new team member. True to the motto: Screw it, let’s do it! Although this kind of personal responsibility is not entirely new to a student, it is definitely in a working context.


Day 5 – And, how is work?

You can hardly bear this question at the beginning of a new job because you hear it again and again from all sides. After my first week at 1789, this question is therefore not so easy to answer. Why? Because the work within the team differs fundamentally from other companies. For example, the WeWork space where 1789 Innovations is located, alone differs significantly from “conventional” workplaces. To get into this particular rhythm will undoubtedly take more than a week, maybe even three or four, but it pays off.

Saying this, I already have the feeling of being part of something big, and I am therefore very much looking forward to the tasks ahead. Keep you updated!



I am Michael, team member at 1789 – Beyond Revolution , a strategic consultancy with a focus on helping organizations create new structures and empowering teams. Do you agree or disagree with my thoughts? Do you want to share your story? Please leave a comment below!





Related Articles:

See all