SALONKEE has been awarded Best Workplaces™ Luxembourg 2025 (N°4 - Category Medium Companies).
We met Ramona Köhler, Senior HR & People Operations Manager, and discover how they create a great workplace culture with and for their employees.
What are you doing to ensure a healthy work-life balance for your employees?
At Salonkee, we trust our people to own their work without being micromanaged. In return, we all strive for excellence, every day. Our team can adapt their working hours to fit their personal rhythm (e.g., start earlier, finish earlier) and work from home when it makes sense, reducing stress and boosting autonomy. We actively encourage everyone to take their well-earned time off: it’s essential to staying sharp. To support well-being further, we offer a free weekly fitness session during lunch: we believe when people feel good and trusted, they do their best work. And that’s what we’re all about
What role does your company intend to give to teleworking in the next 5 years?
With our current policy, employees can already work from home at least one day per week. That said, we also need to stay compliant with cross-border regulations, which set limits for some of our team members. Over the next five years, we see teleworking as an important tool to stay competitive in hiring and to support a balanced professional life. If regulations evolve, we’d like to expand remote work further: to ease commuting for our team and to make better use of everyone’s time
What management style is most present in your company?
I would say that we have a transformational and agile management style at Salonkee that ensures high autonomy within the teams, fast decision-making and a very peoplecentric and collaborative approach. We encourage an open-door culture where everyone, including the leadership with our five founders, are accessible. The founders show their full trust by making sure that everyone in each team can contribute to the company’s success to sharing ideas and giving feedback.
What are you doing to ensure good mental health in your company?
Mostly, our aim is to continuously normalise mental health conversations within the company. We do this by encouraging leadership and team members to talk openly about topics like stress, burnout, (mental) workload and how to manage these things. As mentioned before, we make sure that our people take their time off and that they can voice their concerns without fear to the founders, their manager or us in HR. Together, we always look for solutions to improve our way of working together and to create the best possible workplace. On top of that, we actively support diversity and inclusion to reduce social stress and isolation. This is pretty well demonstrated in our GPTW survey, where incredible 99% said that they feel included in the company.
Give a concrete example of how your company's mental health initiatives are paying off.
Each month, we’re doing pulse surveys with our employees in order to track stress and mental well-being, using data to guide support interventions. Despite our immense growth in workforce over the past year, our monthly surveys show a consistent trend in well-being scores. We've also noticed strong engagement with our lunchtime sports trainings, with fully booked classes each week. One team member shared that this mid-day activity “recharges me better than coffee ever could.” In addition, the healthy lunch fridge has become a small but powerful part of the culture. It not only promotes better eating habits, but it’s also sparked spontaneous lunchtime chats that have strengthened cross-team relationships: a soft, but real, boost to morale.
Have a look at SALONKEE here.