As one of the largest catering companies in Switzerland, the SV Group has a significant responsibility to promote a sustainable food system. The long-established Swiss company operates around 300 staff restaurants and canteens in Switzerland, numerous restaurants in the concept, leisure and stadium catering sectors, as well as hotels with their own F&B offerings. 

In collaboration with strong strategic partners such as the Swiss Animal Protection STS and WWF Switzerland, SV has been working since 2013 to improve the environmental footprint of its operations and promote ethical, ecological and social food production. The latter includes taking animal welfare into account when purchasing meat and fish.

Extensive expansion of the animal welfare standard with conversion to IP-SUISSE meat

Together with the Swiss Animal Protection STS, a concept was developed back in 2016 to ensure that SV's restaurants mainly use Swiss meat from the animal welfare programs "Particularly animal-friendly stable husbandry (BTS) " and "Regular outdoor exercise (RAUS)" supported by the Swiss Confederation. In 2022, the proportion of BTS/RAUS meat amounted to around 70%. 

As part of a new national tender for the purchase of meat and fish, SV has now decided to take another significant step forward and further expand its leading position in terms of sustainability: From March 1, 2024, it will therefore gradually replace the current BTS/RAUS animal welfare standard with the stricter IP-SUISSE label. "Our aim is to continue with the same proportion of animal welfare meat from 70%, but to switch to IP-SUISSE for pork, beef and charcuterie in future. This changeover will not just take place selectively on individual farms, but at a national level at all our locations," explains Ivo Abbiati, Supply Consultant at SV Switzerland. Implementation is being carried out in collaboration with the Zurich meat producer Geiser AG, which specializes in the catering industry, and the catering wholesaler Pistor AG.

Added value through the IP-SUISSE conversion

In terms of animal welfare, the IP-SUISSE label includes the basic requirements of BTS/RAUS, which means that the animals benefit from regular outdoor exercise, more space and littered lying areas. In addition, the label ensures that farms are inspected at least once a year and that all products are certified by the independent body ProCert. The label sets ambitious requirements for producers to promote holistically sustainable agriculture. These include the promotion of biodiversity and the reduction of greenhouse gases. "We are delighted that one of Switzerland's largest food service providers is now also using IP-SUISSE label products for meat in addition to meadow milk and vegetables. This is a confirmation of the added value that our farming families provide every day for the benefit of all and an incentive to further develop our commitment to sustainable Swiss agriculture, especially in the catering sector," says Andreas Stalder, President of IP-SUISSE.

Swiss Animal Protection STS also welcomes SV's decision: "We are delighted that SV has been able to exceed the targets set as part of our partnership and further raise the animal welfare standard by switching to IP-SUISSE meat. It is an important sign for the entire catering industry that even such a major player is prepared to define meat from species-appropriate husbandry as the main standard," says Angela Henzen, co-head of the essenmitherz.ch project launched by Swiss Animal Protection STS.

Only fish and seafood from sustainable catches

SV sets high sustainability standards not only for meat, but also for fish. As part of a strategic partnership with WWF Switzerland that has been in place since 2013, SV committed early on to using fish and seafood that meets the recommendations of WWF Switzerland. To this end, SV has its product range regularly audited by WWF Switzerland and refrains from using any products that are classified as "not recommended".

Part of a comprehensive strategy for a sustainable food system

In the overall view of SV's sustainability strategy, increasing the number of label products in the shopping basket is one of numerous measures to promote a sustainable food system. SV committed itself to the "Planetary Health Diet" approach some time ago. This is a scientific approach that aims to harmonize the environment and health. The Planetary Health Diet focuses on a balanced and environmentally friendly diet. All foods - plant-based and animal-based - have their place, but it's the right amount that counts. Since meat production is known to be responsible for a large proportion of agricultural greenhouse gases and a predominantly plant-based diet makes the greatest contribution to reducing the environmental impact of food production, SV is focusing strongly on continuously expanding its vegetarian and vegan range. "It is important to us that we give our guests freedom of choice. We don't want to patronize anyone, but rather encourage guests to make the more sustainable choice by offering an attractive, plant-based menu," says Dörte Bachmann, Head of Sustainability at the SV Group.

Source: www.sv-group.com 

"The AI Roadmap: Successfully Implementing Artificial Intelligence in Companies" is the title of the new book by Dr. Jens-Uwe Meyer, published by Verlag BusinessVillage has been published. In it, the digitalization and innovation expert, who is himself the CEO of a software company, explains how AI solutions will change our economy and society in the near future - and at such a rapid pace that he speaks of "fast disruption" instead of change and transformation.

Building on this, Meyer, who is also a sought-after speaker, drafts a roadmap on how companies can first identify AI application possibilities in their organization, then find and evaluate possible solutions and finally implement them - all based on a vision that is backed up with business cases and key business figures.

The 240-page work by Meyer, who has already written thirteen books, is based on the following thesis: In the coming years, the so-called KIRA - a combination of artificial intelligence, robotics and automation - will radically change the corporate landscape and this change will affect all companies and their employees across all industries. And management must prepare for this, although it is still largely unclear today: What other technologies will be available in the near future? How can AI be integrated into company processes? What new opportunities and risks will arise from the increased use of AI and AIRA?

In the first two chapters of his book, Meyer explains what this means for the management thinking and actions of decision-makers. He then outlines an action plan called a roadmap on how companies can first find use cases for artificial intelligence and then evaluate their feasibility and calculate and realize added value. 

One of the book's strengths is that, in an environment in which changes are increasingly no longer linear but disruptive, it provides readers with a planning tool in the form of the AI roadmap that helps them to ask the right questions and find solutions; furthermore, it does not reflect on the topic of AI in isolation, but in conjunction with the two megatrends of robotics and automation.

Source: www.die-profilberater.de

This article originally appeared on m-q.ch - https://www.m-q.ch/de/die-ki-roadmap-kuenstliche-intelligenz-im-unternehmen-erfolgreich-einsetzen/

Anyone actively looking for a new job registers on the relevant platforms with job offers. "But who is still actively looking for a job today?" asks Devin Betschart, co-founder of brandAktuell. "Three quarters of working people are passive job seekers. This means that they are not actively looking for a job, but will apply if they come across a suitable offer." And where do people come across interesting things these days? That's right, on social media.

Recruiting via social media

The young entrepreneurs Aaron auf der Maur and Devin Betschart are convinced that modern recruiting is done via social media. Around 7.3 million people in Switzerland use social media - a huge opportunity for brandAktuell. "Most people spend hours on social media," says Aaron auf der Maur. "If they stumble across a post or an employer profile that appeals to them, there is a good chance that they will apply for a job or remember the employer positively."

Successfully finding the right personnel

As soon as companies present themselves as attractive employers on social media and draw attention to their vacancies there, they increase their chances of finding suitable candidates many times over. "Some of our customers are able to increase the success of their job search by 5000% - for every 2 applications via conventional online advertisements, 102 applications are received via social media," says Devin Betschart. On average, a job advertisement on social media generates 71 applications.

Modern tools for measurable results

Through employer branding, brandAktuell helps its clients to build a strong employer brand and position themselves as attractive employers - these values and the vacancies are then communicated to potential candidates via social recruiting. Everything is produced in-house at brandAktuell. Using this principle, Aaron and Devin and their team have already acquired over 110 customers and generated more than 9,000 applications. "We help our customers to ensure that their job vacancies are seen by the right, qualified people and that they can fill their vacancies in the long term," says Aaron auf der Maur, summarizing the young company in one sentence.

Source: www.brand-aktuell.ch 

The successful crowd-investment campaign in the previous year, the "BOGNER" license for ski hardware (since 2022) and the strong expansion of the sales network in Switzerland and abroad resulted in an increase in sales for Anavon Ski AG under the management of downhill world champion Bruno Kernen. The relocation in spring 2024 will enable further growth for the ski manufacturer in Graubünden. Until mid-December 2023, the ski manufacturers are once again offering a stake in the company - also with smaller investments.

The ski manufacturers are launching another crowd investment campaign for growth, the expansion of production and the expansion of jobs in the mountain canton. With success: the recently completed prefunding campaign once again met with great interest. The funding threshold was exceeded after just a few days.

"The purpose of crowdinvesting is to provide liquidity for the further expansion of the company's activities and to ensure unlimited enjoyment of skiing thanks to high-quality products and Swiss quality," says Managing Director Bruno Kernen.

The new bonding system revolutionizes ski construction

Just in time for the 2023/24 winter season, the Graubünden-based ski manufacturers are launching an innovation on the market. Together with Collano, the trendsetter for innovative and functional adhesives, Anavon has developed the REACT bonding system. This technology sets new standards in ski construction. It improves the stiffness and comfort of the ski without making it noticeably more solid and heavier.

Proven models developed further

The model range has been revised with the expertise of former ski racer Bruno Kernen and expanded for the coming season. The tried-and-tested "ANAVON Dual Performance ADP", "ANAVON Slalom Race ASR" and "ANAVON Race Cross ARX" models are being supplemented with the new "BK Pro" model. The new Bruno Kernen Edition was designed by downhill world champion Bruno Kernen and constructed with a REACT adhesive system specially developed for Anavon.

Source: www.anavon-ski.com 

For further information on investment opportunities: https://www.conda.ch/kampagne/anavon2-funding/

According to the decision-makers surveyed, employees who are insufficiently informed about IT security are the fourth biggest risk factor (32%) for their companies - meaning that the Swiss are at least slightly more confident than the Germans and Austrians, who both cite untrained employees as the second biggest risk factor. Unprotected networks (37%), targeted attacks (34%) and inadequate protective measures (33%) weigh more heavily for the Swiss.

The basics of IT security? - No answer

Despite concerns about human error and the importance placed on comprehensive security training, the study shows that SMEs do not adequately address some of the most important topics in their employee training. For example, threats such as viruses and phishing are largely not discussed in the companies surveyed. The same applies to data loss and attacks that occur due to weak passwords - although up to a third of Swiss SMEs are affected by precisely these issues.

Only around a third of security training courses deal with password security (31%), downloading files (29%), secure handling of data (33%), network security (35%) or the basics of logging in and out (32%). It is also worrying that despite an increase in hybrid working models with a correspondingly more complex cyber threat situation, only just under half (42%) of Swiss SMEs have adapted their security training accordingly. And the topic of hybrid working plays a role in training at all for only 29% of the companies surveyed.

Creating awareness at all levels

"Cybersecurity is not just a technological challenge, the human factor is also crucial. Companies must have the necessary technologies in place to protect themselves against attacks, such as firewalls and antivirus software. But they also need to create a culture that takes IT security seriously and defines it as a task for every employee, not just for IT managers and the management team," comments François Muller, COO of Sharp Electronics Schweiz AG, on the results of the survey.

"If training on everyday topics such as changing passwords, recognizing phishing emails and downloading files is not carried out continuously, this can become a real IT security risk. The increase in AI-powered phishing attacks in particular also means that more companies are vulnerable to attacks than ever before. As a result, Swiss SMEs need to educate their employees to be more vigilant and deal with these new threats in a sensible way, as gaps in knowledge can result in significant costs."

Source: www.sharp.ch 

The very low Purchasing Managers' Index (PMI) figures worldwide indicate that the downturn will continue in the coming months. High interest rates in key sales markets are dampening demand for capital goods and the permanent upward pressure on the Swiss franc is putting pressure on margins. The tech industry is experiencing a cyclical downturn. In such recessionary phases, good framework conditions are even more important than usual. Companies should therefore not be burdened with any additional burdens. In the interests of jobs, restraint is also needed when it comes to wage demands.

Incoming orders in the Swiss tech industry fell by -10.5% in the third quarter of 2023 compared to the same quarter of the previous year. Over the first nine months as a whole, orders fell by -9.9% compared to the same period of the previous year. The negative business trend was also reflected in sales in the third quarter. They fell by -1.5% compared to the previous year. Overall, sales in the first nine months of 2023 stagnated at the previous year's level (-0.1%). At 87.7%, capacity utilization in companies in the third quarter of 2023 was still slightly above the long-term average (86.2%). However, it has fallen continuously since the first quarter of 2022.

Falling exports in all sales regions

Exports of goods by the Swiss tech industry fell by -2.5% year-on-year in the first nine months of 2023, reaching a value of CHF 52.7 billion. In the third quarter of 2023 alone, the decline in exports of goods amounted to -5.5% compared to the same quarter of the previous year. Among the most important product groups, exports of metals fell by -9.6%, precision instruments by -2.5% and mechanical engineering by -0.5%. Only electrical engineering/electronics recorded slight export growth of 1.5%. All important sales markets developed negatively in the first nine months. Exports to the USA fell by -4.6%, to Asia by -4.3% and to the EU by -1.8%. The only ray of hope is India. This promising sales market has been growing continuously since 2021. Exports of goods to India increased by 9.8% in the first nine months of this year.

Bleak prospects

The downturn in the Swiss tech industry is likely to continue in the coming months. This is indicated by the very low Purchasing Managers' Index (PMI) figures worldwide. Entrepreneurs from the Swissmem membership are also much more pessimistic than at the beginning of the year. According to the latest survey, 37% expect fewer orders from abroad over the next twelve months. At the beginning of the year, only 28 percent made this assessment. Of those surveyed, 43% expect orders to remain the same. Only 20 percent expect orders to increase.

The macroeconomic environment remains challenging. Germany is in recession and the key US and Chinese markets are only performing weakly. In addition, high interest rates worldwide are dampening demand for capital goods, which would be exacerbated by any further interest rate hikes. Added to this is the permanent upward pressure on the Swiss franc, which is impairing the international competitiveness of the Swiss tech industry. Another revaluation shock would be fatal. Stefan Brupbacher, Director of Swissmem, is concerned: "Incoming orders are weak and the cushion of orders is melting away. Most companies in the tech industry are facing a difficult time. Our industry is experiencing a typical cyclical downturn that will probably last longer than initially hoped. In this situation, it is important that no additional burdens are placed on companies. For example, administratively complex and ineffective measures such as the repair index soon to be discussed as part of the parliamentary initiative "Strengthening the Swiss circular economy" should be avoided. In the interests of jobs, restraint is also needed when it comes to wage demands."

Swissmem President Martin Hirzel emphasizes: "In recessionary phases, good framework conditions are even more important than usual. For the tech industry, unhindered access to sales markets is crucial. I hope that a breakthrough will soon be achieved in the negotiations on a free trade agreement with India. I also expect the progress made in the exploratory talks with the EU to be translated into successful negotiations. This is the only way to continue on the successful bilateral path with the EU."

Source: www.swissmem.ch 

The shortage of skilled workers is currently an omnipresent phenomenon in Switzerland. As part of the "Employer Branding Study 2023", which was conducted in collaboration between the ZHAW and JobCloud, companies of all sizes and industries were surveyed about employer branding and the shortage of skilled workers. The study confirms that 56 % of employers in Switzerland are affected by a shortage of qualified employees. The skills shortage is particularly pronounced among large companies, while small companies suffer slightly less. "The acute shortage of skilled workers often leads to a veritable "war for talent" between employers in order to reach qualified employees on the market," says Davide Villa, CEO of JobCloud.

The study also shows that the shortage of skilled workers in Switzerland has far-reaching consequences for the recruitment of employees. If a vacancy cannot be filled after a lengthy search, 59% of companies prolong the search process. Hiring a compromise candidate is also an alternative for 34% of companies. Around a quarter of companies award a search mandate to external intermediaries or reduce their requirements in the job profile. Approximately one in five companies (21%) even completely forego filling the vacancy or outsource the sought-after function abroad or to third-party companies.

The companies surveyed attribute the recruitment difficulties to various factors. The main causes include a lack of qualified applicants and a lack of skills (35%), the general situation on the labor market (27%) and the high salary expectations of applicants (22%). Flexible working hours (17%), attractive conditions (15%) and additional benefits (10%) also play a role. "A particularly effective approach to the shortage of skilled workers is to use current employees as ambassadors to directly and proactively address potential applicants," says Dr. Adis Merdzanovic, lecturer at the Communication & Branding department at the ZHAW Institute of Marketing Management.

Online portals as support for employer branding

The study shows that, alongside social networks and personal contacts, online portals are also an important channel for strengthening one's own employer brand, as they are used by more than 40% of the study participants for employer branding. "As a provider in the digital recruitment market in Switzerland, JobCloud has many offers for customers to present themselves to potential candidates with a strong employer brand, such as the employer profiles on the jobs.ch or jobup.ch job portals," says Davide Villa.

As part of the "Employer Branding Study 2023", companies were also asked what measures they take to retain employees in the company in the long term. The most frequently mentioned measures were more flexible working hours (43%), salary increases and additional training opportunities (37%). Only six percent did not undertake any retention measures. "To increase employee loyalty, it is crucial to promote a strong sense of identification with the company, for example through a clear corporate culture, shared values and a pleasant working atmosphere. The company should also be aware of the individual needs and wishes of its employees and respond to them," says Dr. Adis Merdzanovic.

Source: www.jobcloud.ch 

Schlieren's JED Events, a former printing center, was the perfect venue for the Pestalozzi Stiftepriis award ceremony last Friday: the 70 best apprenticeship graduates in the fields of building services, metal construction and processing and building envelopes were celebrated in style in the impressive event hall. In addition to the personal presentation of the award by Matthias Pestalozzi, owner and Delegate of the Board of Directors of the Pestalozzi Group, they also enjoyed the entertaining show and presentation skills of the comedy duo Lapsus as well as a sophisticated dinner. 

The winners

The winners with the best grades include polymechanics Marcel Dietrich from Rebstein SG and Thomas Mohr from Wetzikon ZH, who both achieved a final grade of 5.9. Marcel completed his apprenticeship at Noventa Tooling AG in Widnau SG, while Thomas completed his training at the Winterthur Training Center (AWZ). However, the other apprenticeship graduates also all achieved an overall average grade of 5.1 or more.

With the Pestalozzi Stiftepriis, the company wants to honor the best of their graduating class and support and strengthen the relevant industries and vocational training. "We recognize good apprenticeship graduates in our customers' industries, which is our way of supporting them in promoting young talent. At the same time, we motivate young people to pursue these apprenticeships," says Matthias Pestalozzi.

Vocational trainers also see the Stiftepriis as a motivational booster: "This prize is a very nice, appreciative gesture towards the apprentices for their achievements. I am convinced that this can be motivating and was even once able to receive this prize myself, which has remained a good memory for me," says Hansmartin Schmid, Plant Manager at Bühler AG in Appenzell, for example.

Promoting young talent within our own ranks

The Pestalozzi Group itself trains more than 20 apprentices every year. This enables young people and, in some cases, young adults to enter the world of work. With its commitment, it also secures the next generation of employees in its own company and in its own sectors. 

Source: www.pestalozzi.com 

The economic impact of major crisis events is multifaceted. They range from declines in sales, cost increases, supply chain problems and job losses to the destabilization of entire industries and economies. These effects were also felt in Switzerland during and after the coronavirus pandemic, followed by the war in Ukraine, the energy crisis and inflation. During this time, the crisis management of individual companies was essential in order to contain the extent of the negative effects. A study by Lucerne University of Applied Sciences and Arts (HSLU) and Kiel University of Applied Sciences examined listed companies in Germany, Austria and Switzerland and identified and compared companies that were particularly susceptible to crises as well as those that were particularly crisis-resistant. The aim was to identify key influencing factors for greater corporate resilience. The study shows that there are differences not only between the individual sectors, but also between the countries.

New crises enable new insights

"The coronavirus crisis has made it possible for the first time in a long time to examine the crisis resilience of companies," says Prof. Dr. Stefan Hunziker, head of the study. The last time this was possible was after the 2007/2008 financial crisis. The pandemic made it clear that companies need to know the bottleneck areas of their business model that are affected by external crisis events. They can lead to dramatic slumps in earnings and liquidity as well as cost explosions. "Not only knowing such bottleneck areas, but also reducing them in a targeted manner can make the difference between successful management and insolvency in the event of a crisis," says the HSLU professor.

Swiss companies more crisis-resistant than their neighbors

The study shows: Swiss companies were ahead of their German-speaking neighbors in terms of crisis resilience - for example in terms of return on sales, a key risk indicator for measuring crisis resilience. It is higher overall in Switzerland. The high agility of business and politics during the pandemic has contributed significantly to this: the switch to working from home and digital sales channels was faster in this country. "Although the level of digitalization in Switzerland still has some room for improvement, it is ahead of Germany in several areas," says Hunziker.

Other indicators are the above-average equity base and low expense ratio of Swiss companies. Resilient Swiss companies are significantly better in both areas. The equity base not only helps to buffer individual risks, but also reduces the risk of over-indebtedness and facilitates cash procurement. "Equity signals confidence, solvency and performance, and this interests potential lenders such as banks," says Hunziker. A high equity base is therefore an effective protection against liquidity bottlenecks. The low expense ratio is an indicator of a more robust business model and greater cost efficiency.

State support: fast and unbureaucratic

Together with a highly diversified Swiss economy and continued strong exports of pharmaceuticals, for example, Swiss companies experienced fewer liquidity bottlenecks overall - in other words, the probability of insolvency was lower. The government support measures in Switzerland were also initiated quickly and unbureaucratically and the coronavirus policy was comparatively more liberal than in Germany. All of this would have ensured that the crisis resilience of companies in Switzerland was higher on average during the coronavirus crisis. However, the author of the study emphasizes that not all sectors were affected equally and at the same time. While consumer-related sectors and industry were hit harder during the pandemic, the construction and real estate sectors suffered particularly badly alongside industry when interest rates and inflation rose. The statements therefore relate to the economy as a whole.

Crisis resilience as a necessity

Overall, there is a certain conflict between strengthening crisis resilience and improving cost efficiency, as building up buffers consumes additional resources in the form of equity and liquidity costs. The challenge for companies here is to find an appropriate balance. Hunziker assumes that after these crises, most companies have become more aware of how important it is to prepare accordingly. Companies would do well to know their bottleneck areas and think about appropriate operational, financial and personnel buffers and flexibility - because the next crisis is certain, even if "longer periods of calm" create an illusion of invulnerability.

Source: www.hslu.ch 

This article originally appeared on m-q.ch - https://www.m-q.ch/de/krisenresilienz-schweizer-unternehmen-erhalten-gute-noten/

No progress in implementing measures - despite increasing risks

Last year, attacks on Swiss SMEs rose by over 60% and are expected to increase further this year. As a recent study by gfs-Zurich shows, the implementation of measures to increase cyber security has stagnated for several years. SMEs still lack the time and understanding for the problem. SMEs feel that they are not targeted enough by cyber criminals and often think that there is nothing to be gained from them - even though many attacks are widespread and not aimed at a specific SME.

Access to understandable and relevant information

ITSec4KMU offers a range of information on the topic of cyber security that is specifically tailored to the needs, skills and interests of Swiss SMEs. "We make the relevant information easily accessible. It is also important that SMEs become aware of this and that the platform develops into an important source of information," explains Heinz Tännler, Member of the Cantonal Government and Director of Finance of the Canton of Zug and President of ITSec4KMU. The aim is to create an initial awareness of cybersecurity so that SMEs can recognize what they are up against and implement appropriate initial measures for better cybersecurity protection. The online platform forms the basis for the development and expansion of the network: ITSec4KMU plans to make direct contact with local companies via a network throughout the country, for example through partnerships with trade associations. Or as René Hüsler, Director of the Department of Computer Science at HSLU and founding member of ITSec4KMU puts it: "ITSec4KMU approaches companies and uses workshops and information events to show them what can happen in the event of an attack. SMEs can achieve a lot in terms of cyber security with just a few simple initial steps - that's where we need to start."

IT service provider in focus

In the knowledge that many SMEs do not want to or cannot take care of cyber security themselves, ITSec4KMU places an additional focus on IT service providers. The register on the platform gives SMEs access to service providers in their area, allowing them to compare offers from different providers. IT service providers, in turn, can present their cyber security services to the target group. Expansion is also planned in this area, as Nicole Wettstein, Head of Tech Intelligence at SATW and Vice President of ITSec4KMU, explains: "Many SMEs are unable or unwilling to take care of IT and cyber security themselves. We support these companies by helping SMEs to find the most suitable service provider for them."

Source: www.itsec4kmu.ch 

This article originally appeared on m-q.ch - https://www.m-q.ch/de/neues-angebot-itsec4kmu-cybersicherheit-fuer-kmu/

The 3rd episode of "Die Höhle der Löwen Schweiz" kicked off with a fascinating mix of divorce and technology. This unusual combination provided the lions and lionesses with plenty to talk about and excitement. Because "unvernehmliche-scheidung.ch" is a company that focuses on divorce. The company offers an innovative approach to divorce services that aims to make the process faster and more cost-effective. With a focus on peace and mediation, they help couples manage their divorces in the most conflict-free way possible.

The founder of the company, Pascal Gemperli from Morges (VD), has the vision of revolutionizing the divorce process in Switzerland and helping to develop digitalization in his company. In particular, the use of technology, especially AI, to speed up and simplify the process. When pitching to investors, the founder offered 10% of the company's shares and wanted 80,000 Swiss francs as an investment. Although the startup was founded in 2020 and went online in 2021, it had already achieved a turnover of 41,000 Swiss francs in its first year and the founder's plan is to grow the company further.

The investors had mixed reactions to the pitch. Some expressed concerns about the company's potential for investment, such as Lukas Speiser and Jürg Schwarzenbach, while others had personal reasons for not investing. Nevertheless, the idea of digitizing the divorce process and helping people in difficult times was generally well received by Nicole Büttner.

Overall, no investment agreement resulted in the end, but einvernehmliche-scheidung.ch remains committed to advancing its approach to digitizing the divorce process in Switzerland and supporting people in difficult life situations.

Coriander oil and "matcha", the magic ingredients for an investment

"Skincosmedic": Sandra Henseler and Gabriele Engelbrecht from Lucerne, the brains behind the company, have impressive experience in the field of medical cosmetics. Gabriele has been working as a medical beautician since 2006 and runs her own institute, while Sandra has been with the company for 11 years and has over 20 years of professional experience in total.

Last year, they were confronted with an increasing number of customers suffering from skin blemishes. Despite the large cosmetics market, Gabriele decided to create her own skincare line. Her own vegan brand, Skincosmedic, has the motto "less is more" and avoids ingredients that have no place in skincare products, such as plastic, kerosene and silicone. Instead, they rely exclusively on plant-based ingredients and scientifically proven active ingredients.

A particular highlight of their line is the coriander oil, which has an antibacterial effect and targets viruses, fungi and bacteria on and in the skin. This unique ingredient cannot be found in any other skincare product on the market. They have developed a gel with coriander oil that reduces even severe blemishes and redness by up to 60-70% within 4 weeks. Their range has been dermatologically tested and received excellent reviews. The company needs support to utilize the coriander oil on a large scale, develop new unique products and create marketing for Skincosmedic. In their pitch, they offered the investors 75,000 Swiss francs as well as their ideas and collaboration, and they were willing to give up 10% of the company shares. Although the company was only founded in February 2022 and has sold 400 units so far, they achieved a total turnover of 60,000 francs in 2022.

Lukas Speiser asked about the origin of the coriander oil, and it turned out that it comes from Ukraine or Russia. Gabriele and Sandra send the recipe and the money, while the production is carried out by other companies. The lion Felix Bertram said that the product had good market opportunities and could stand out from others. Although some investors showed interest, there was no final deal. Felix Bertram advised them to stand out from the crowd and suggested adding the name "Koriander" to their brand. Roland Brack did not invest, but offered to add the product to the Brack.ch range. Although there was no deal in the end, Skincosmedic remains motivated to establish their unique products on the market and help customers with skin problems.

"Chew up" - Ljam Oehninger, Leon Bossard and Ennio Kubli from Zurich are the youngest founders to have ever appeared on "Die Höhle der Löwen Schweiz" in five years. Despite their young age, they have ambitious expansion plans for their start-up "Chew Up", which offers energy chewing gum. In their pitch, they offered the investors 20,000 Swiss francs for 10% of the company shares.

The idea behind Chew Up is simple: to provide a natural and caffeine-free way to combat fatigue and lack of concentration. The secret lies in the use of Japanese green tea, also known as "matcha", as the main ingredient. Matcha is known to energize and increase concentration without the drawbacks of caffeine. Chew Up is said to boost energy and concentration throughout the day, while the antioxidants it contains are said to boost the immune system and reduce stress. The chewing gum can be consumed practically anywhere and fits in any trouser pocket. The first batch of 500 packs of Chew Up sold out very quickly as it was well received by customers. The founders plan to further develop their product, create a new design and increase production to 4,000 packs. They are also working on producing their own matcha extract. They are looking for know-how and support to scale their business.

During the pitch, the investors showed interest and asked questions about the product. They emphasized that their focus is on the energy effect, not the taste, although matcha-flavored chewing gum is already available in Switzerland. The production costs for a pack of Chew Up are 50 centimes, while the retail price in their own online store is 2.50 francs for 10 chewing gums. Chew Up is more expensive than other chewing gums, but the founders argue that it can also be more expensive because it is not just a chewing gum but also has an effect.

At the end of the pitch, Roland Brack offered the founders 20,000 Swiss francs for 20% of the company shares and they accepted the offer, which led to a successful investment. Chew Up is an up-and-coming startup that has attracted the attention of investors with innovative ideas and a unique product and wants to gain a foothold in the market for energy and concentration products.

How start-ups make a statement

"Yolinga AG" - Founder Antje Schenker and her colleague Julia Egloff are behind "Yolinga", a newly launched platform that positions itself as the first booking platform for yoga with unique search functions. Antje, the founder of the company, explained to the investors why she believes such a platform is necessary. Antje emphasized that the search for suitable yoga classes can often be nerve-wracking and time-consuming. The Yolinga platform aims to minimize this process and enable users to find and book yoga classes and events online and without complications. The offer is easily accessible, available to everyone and can be used around the clock.

Although the company is still young, Julia and Antje have already managed to attract 30 yoga teachers to their platform in the first four months without any targeted marketing. They are the only platform that covers the entire spectrum of the yoga world vertically. In their pitch, they offered investors 8% of the company shares for CHF 100,000. To emphasize the importance of yoga in their platform, they even brought along a yoga teacher to practice yoga together with the lions and lionesses.

Monetization takes place through a booking fee of 15%. Users can search by region, style, day and time to find the right yoga class. As there are over 100 different styles of yoga, Yolinga helps people find their own style. Classes can only be purchased by subscription, giving users maximum flexibility. Prices vary depending on the region, with Zurich having the highest demand. A weekly course costs around 30 francs, and the platform offers a money-back guarantee for dissatisfied customers.

Julia and Antje emphasized the importance of digital marketing for their business and plan to reach the break-even point in three years. Despite the interesting concept and the rapid attraction of yoga teachers, Felix Bertram could not see a clear business case for the company and therefore decided not to invest. At the end of the pitch, the other lionesses and lions did not invest in Yolinga either.

"Statement AG" - Mirco Fehr from Siebnen (SZ), the founder of "Statement AG", presented his company to the investors and offered them 200,000 Swiss francs for 10% of the company shares. His passion for protein-rich nutrition led him to the idea of developing tasty plant-based protein products. He emphasizes that a high-protein diet is extremely relevant in today's world and that vegan diets are becoming increasingly popular on social media, especially among young people. This has made eating plant-based foods a lifestyle that he wants to support with his products.

Statement AG's products are tasty drinks and snacks that not only taste good, but are also nutritionally valuable. Product development is carried out in collaboration with two natural/nutritional scientists (Dr. ETH), who hold 15 percent of the company. There is also cooperation with distributors. In 2022, the company generated a turnover of 80,000 francs, but Mirco has ambitious plans and is aiming to achieve a turnover of one million by 2024. He emphasizes that his ambition is not to replace traditional meals, but for his products to serve as protein-rich snacks. Statement AG's product range includes protein bites and protein water with and without sugar. These products are ideal after training or as part of a balanced diet.

Roland Brack offered a collaboration with Brack.ch. During the pitch, Lukas Speiser and Felix Bertram proposed investing CHF 200,000 for 15% of the company shares, with Mirco also acting as managing director. This would mean a change in the company's shareholder structure. Mirco agreed to this offer and a successful deal was struck. Overall, Statement AG's pitch was successful as two lions showed interest and a deal was struck. This shows that Mirco and his company are making a strong statement for plant-based proteins.

Does the "happy dog leash" also make the lions and lionesses happy?

"happydogleash" - The founder of "happydogleash", a dog leash with a poop bag, Machiel Rujiterkamp from the Netherlands, presented his innovative idea to the investors: A "happydogleash" that is designed to make life easier for dog owners. The idea behind happydogleash is to create a dog leash that is not only practical, but also environmentally friendly. This leash allows dog owners to dispose of their pet's excrement quickly and easily without having to carry extra plastic bags.

Machiel and his colleague, who is also a co-founder of the company, not only developed the idea, but also the design and technology behind the dog leash itself. They have been granted a patent for their product in both America and Europe. The happydogleash has a bag in which the dog excrement can be stored. This bag can be easily attached to the dog leash and disposed of when needed. The technology behind this simple but ingenious concept impressed the investors. The leash is lightweight and comparable to conventional dog leashes. The battery needs to be changed approximately every three months. The company also offers a monthly subscription for 39 francs and a purchase price of 225 francs.

Machiel emphasized that the market for his product is huge, not only in Switzerland, but also in Europe and America. However, the investors expressed concerns about the price point and the practical feasibility of the product. At the end of the pitch, there was unfortunately no investment for happydogleash. Despite the interesting idea and impressive technology, the investors could not be convinced to invest in the company. Nevertheless, Machiel presented his product and his idea and is on the way to further developing his innovation.

More information on upcoming shows: www.oneplus.ch 

Showing your feelings makes it easier to work together and strengthens cohesion

87% of respondents say that they find it easier to work with colleagues when they show their feelings. 82% are also of the opinion that team cohesion is strengthened when feelings are shared. Only a minority (38%) fear that showing feelings could slow down their career. However, showing feelings should not mean acting accordingly. Two thirds (65%) find it problematic to be guided by their feelings at work.

Sandra Bascha, XING Communications Manager for Switzerland, says: "The results indicate a differentiated approach to the topic of feelings in the workplace. On the one hand, the vast majority say that sharing feelings promotes collaboration. On the other hand, for most people, feelings are not a reliable basis for making decisions in a professional environment."

Tears at work: women are more likely to cry out of anger and frustration, men out of sadness or joy

The majority of those surveyed (58%) have felt tearful at work at some point, with women (71%) more likely to do so than men (45%). Among female respondents, it is primarily anger or frustration (42%), followed by sadness (32%) that brings tears to their eyes. Men mainly cry out of sadness (19 percent) or out of joy and emotion (also 19 percent).

Positive feelings can be shown without hesitation

More than half of those surveyed (56%) say that they can show happiness at work without hesitation. The figure is 55 percent for satisfaction and 49 percent each for motivation and happiness. 44% state that they can show enthusiasm without hesitation. There is more restraint when it comes to negative feelings: Stress can still be shown without hesitation by 26%, anger by 23% and disappointment by 20%.

Sandra Bascha: "When it comes to expressing feelings, the more the merrier. What's more valuable is the certainty that I can express my feelings without having to fear negative consequences. This is the only way I can be myself at work, which is also a key feature of New Work. Whether this is possible depends on the culture of the company. That's why cultural fit is crucial when choosing an employer."

Showing feelings is more possible in German-speaking Switzerland than in French-speaking Switzerland

While 61% of respondents from German-speaking Switzerland say that they can show their happiness at work without hesitation, in French-speaking Switzerland the figure is less than half (39%). The differences are also evident when it comes to negative feelings. 27% of German-speaking Swiss are able to show their anger at work without hesitation, compared to just 9% in French-speaking Switzerland. The difference between the language regions is evident in almost all the feelings surveyed.

Stress and satisfaction shape the emotional world at work

The participants were also asked what feelings they often experience at work. At the top of the list are stress and satisfaction, both of which are frequently experienced by 49% of respondents. Motivation (42%) and happiness (41%) followed in second place. With the exception of stress, positive feelings clearly predominate in everyday working life. 27 percent often feel frustration at work, 20 percent anger and 19 percent demotivation.

Generation Z: most stressed and most motivated

Generation Z employees (18 to 26-year-olds) experience stress particularly frequently at 58%. Of millennials (27 to 42-year-olds), 50 percent, 47 percent of Generation X (43 to 58-year-olds) and 39 percent of baby boomers (59 to 65-year-olds) say that they often experience stress at work. Generation Z respondents also feel motivated (51%) and happy (48%) more often than all other age groups. And a sense of pride is more common among younger Generation Z professionals (34%) and Millennials (31%) than among members of Generation X (24%) and Baby Boomers (19%).

Satisfaction dominates in old age

Among Baby Boomers, satisfaction is the most frequently perceived feeling in the workplace at 60 percent, well ahead of stress at 39 percent. Meaningfulness is also perceived more frequently with increasing age: While 28 percent of Baby Boomers frequently experience a sense of purpose at work, this figure is 16 percent for Generation Z, 21 percent for Millennials and 26 percent for Generation X.

More joy and happiness in German-speaking Switzerland, more sense of purpose in French-speaking Switzerland

German-speaking Swiss are more likely to experience stress, but also joy and happiness at work than employees in French-speaking Switzerland. On the other hand, around a third (34 percent) of French-speaking Swiss regularly experience meaningfulness, compared to 19 percent of German-speaking Swiss.

Source: www. new-work.se