KUNO among Berlin’s “Top Employers 2025”

Conclusion and more on LinkedIn

Mental health in remote teams is not an “extra task,” but a central foundation. Those who take it seriously don’t just strengthen their teams – they also enhance the performance and innovative capacity of the entire organization. Tools like nilo make it possible to provide access to mental health support digitally – professionally, confidentially, and flexibly. What truly matters is integration into everyday work: not as an exception, but as a standard.

In our joint LinkedIn series with nilo, we share additional concrete insights beyond the video mentioned above – into our work, our mindset, and our HR structures, including:

• a personal perspective on usage from our colleague Yvonne
• a one-pager on mental health in remote teams

‍📌 Questions on how to promote mental health in your team? Contact us directly or book an appointment

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What Alternatives Exist – and Where Their Limits Are

Especially for managing directors and leadership teams, the question often arises of how a one-person HR role can be meaningfully supported and relieved.

A brief overview:

• Interns can help, but they are time-limited and require significant onboarding.

• Working students bring motivation, but are often only available short-term and focused on completing their studies.

• Freelancers can provide selective support, but are usually single-person solutions without built-in continuity or backup.

• Hiring a permanent additional role can be the right step, but is not always realistic – for example due to fluctuating demand or budget constraints.

CoSourcing offers an alternative: access to an entire team, with shared knowledge, built-in coverage, and flexible scaling – without long-term fixed costs.

Typical challenges in practice

In practice, three recurring challenges often emerge:

• Missing or inconsistent compensation frameworks

• Insufficient data quality in HR and payroll systems

• Uncertainty in internal communication

The communication aspect in particular is often underestimated. Greater transparency does not automatically lead to greater acceptance. Employees will ask questions, draw comparisons, and expect clear and understandable explanations. In this context, HR takes on the role of translator between numbers, systems, and lived perceptions of fairness.