# “The path to the future” – Haufe Talent event

- URL: https://hr-passionista.com/en/haufe-talent-event-shaping-the-future-of-hr-management/
- Published: 2026-01-20
- Updated: 2026-01-31
- Author: Marion Eppinger (HR-Passionista)
- Categories: content & influencing, strategic HR, talent management, learning & develpment

> Key insights from the Haufe Talent Event: trends, innovations, and visions for modern HR and talent management.

##### **Last Thursday, I had the opportunity to attend the Haufe Talent Event at the Hotel Sacher. It was an fascinating event in a unique setting.**

We received a warm welcome from [Thomas Kronsteiner](https://www.linkedin.com/in/thomas-kronsteiner-mag-98438297/), the Haufe Group’s Sales Manager for Austria, after which we moved seamlessly into the presentations.

[Matthias Winkler,](https://www.linkedin.com/in/matthias-winkler-78a2ab6b/) **CEO of the Sacher Group**[,](https://www.linkedin.com/in/matthias-winkler-78a2ab6b/) began the event with a keynote speech, providing open and honest insights into the Sacher Group’s human resources work.

#### Keynote by Matthias Winkler, CEO of the Sacher Group

The hotel industry has undergone a number of changes as a result of the pandemic, including thos affecting **traditional target audience** of the renowned and historic Hotel am Ring. **Competition** has **increased** dramatically and the **classic „Sacher guest“** is no longer so easy **to define.**

**Younger demographics**, such as influencers and start-up founders, are currently in high demand as guests . This is why the **traditional hotel** has had to **adapt** to the **new needs of this target group.** **Digitalisation** was the magic word here, with new **customer loyalty** is already being established via digital communication before arrival. Meeting customer needs and expectations remains the top priority.

The hotel’s **high standards** are also **maintained** through the **new channels, too.** This applies not only to customers, but also to employees, whose **work processes** have changed due to digitalisation.
Work is now **project-based**, with **90%** of **communication** taking place **via a digital employee app**. **Recruitment** processes have been **overhauled,** placing equal value on personality and experience**.** Sacher’s **path to the future** is **clear** for Sacher: moving away from „one size fits all“ and towards **maximum individualisation** for customers and employees.

### An example

Rather than management, duty roster are drawn up by employees in order to better respond to individual needs. The leadership style, whereby managers act as a service providers for their teams, has not been well received by everyone, resulting in high management turnover. However, the company believes that employees are an investment in the future. 

##### Teams are the driving force behind high-performing organisations

This was followed by a **technical presentation** from [Jens Noll](https://www.linkedin.com/in/jensnoll/) from Haufe Talent on the study: *„Teams are the power cells for high-performing organisations“.*

In cooperation with the **University of St. Gallen** and the **Stuttgart University of Applied Sciences**, Haufe Talent investigated the **significance of teamwork within companies** and their departments, including HR. They discovered a **shocking fact**: on average**,** only **21% of employees** know **what strategy their company is pursuing.**

The **implications** for the **company’s success** and employee **cohesion** are clear. There is clearly a **need for action** here, such as **targeted communication** of the company’s the vision and mission and the organisation of activites to **keep employees informed and engaged. Target agreements** and **employee appraisals** are certainly one of the most important aspects in this regards, as they help to **create clarity.**

##### Shaping the future together with Lego

Then came the **grand finale** – **Lego**®**SeriousPlay**® **–** accompanied by [Markus Stoisser.](https://www.linkedin.com/in/quergedacht/) The motto was **shaping** the **future** by building with Lego together. We were **divided** into **small groups** and tasked with building a **vision for the future** using a **large number of Lego**® **bricks.** What does that look like?

First**, each team** built a model of themselves and then used a wide variety of building blocks **to create symbols representing their path** into the future. *Some built bridges, others towers and some built completely creative structures that left plenty of room for interpretation.*

The number of **bricks** available for the **final project** was **limited**, so the teams had to find a way to say **a lot with few building blocks.** What made this experience + really **special** was that the **image** that was created **needed to be explained.** It turned out that people **are too quick to „judge“** and **jump to conclusions.** So it was therefore a **very interesting learning experience** for the **groups** as a whole**!**

![](https://hr-passionista.com/media/2025/11/DSC01841-Edit.jpg)

### My conclusion

It was an evening **full** of **input**, **inspiration** and **networking** that **stayed** with me **for days afterwards.**

I was impressed that Sacher had  the courage to **implement** **employee rosters** and take on a **pioneering role** in **digitalisation**.

The [Haufe Talent](https://www.linkedin.com/showcase/haufe-talent/) presentation reaffirmed my **belief** that **all employees must work together.** It is important to **keep** the **common goal in mind.**

The importance of **clarity** in **communication** was also demonstrated once again at **Lego**®**SeriousPlay® Workshop.** Adopting a different point of view and questioning perspectives were the most valuable lessons I learned in this workshop.

It was rewarding to collaborate to work with industry colleagues from the industry to forge a **shared path** for the **future**.