Holacracy Approach
The New Work concept at dc AG
The 12 Elements of our
Holacracy Approach
Choose where you work, transparent salaries, electing all leaders, and unlimited vacation – just a few of the New Work elements we've developed at dc AG over the past years.
At dc AG, there are no rigid time clocks or mandatory core hours. Everyone shapes their workday to fit their personal rhythm and life. Teams coordinate independently and take responsibility for their schedules.
Whether at our modern headquarters in Kulmbach, remote from home, or working abroad – you decide where you work. Our fully digital infrastructure makes seamless collaboration possible from anywhere.
Trust over micromanagement: There’s no set cap on vacation days per year. Team members coordinate autonomously within their circles. As long as tasks are covered and the team agrees, you can take as much time off as you need.
You won’t find classic top-down structures here. Decisions are made where the expertise is – right in the team. Cutting out bureaucracy means faster communication and quick action.
Knowledge isn’t something you have to hunt down or use as leverage. Strategic goals, business KPIs, and company direction are always fully transparent for everyone – so you can make informed decisions.
Agility isn’t just a buzzword here – it’s how we work every day. Iterative processes, continuous feedback, and adapting to market changes keep dc AG learning and moving fast.
dc AG takes responsibility for the future. Our sustainability concept runs through the entire organization – from resource-saving processes in the office to carefully choosing partners and projects that make a positive impact.
Mental and physical health are a top priority for our teams. Preventive programs, ergonomic workspaces, sports initiatives, and space for mental breaks ensure performance and well-being go hand in hand.
We actively support lifelong learning. Instead of mandatory standard trainings, everyone gets the freedom and budget to develop individually – through conferences, certifications, or learning completely new skills.
Success is created and shared together. With a clear, transparent profit-sharing model, everyone at dc AG benefits directly from the company’s success. That strengthens our team spirit and entrepreneurial mindset.
A radically democratic approach: Leadership and steering roles (like Lead Links or the board) aren’t appointed from above but are elected democratically by each circle. This ensures maximum legitimacy and equality.
No more salary envy or backroom deals. A fair, transparent salary model is visible to everyone. Compensation is based on clearly defined roles, skills, and responsibilities.
Every year, we donate at least 5% of our company profits to nonprofit organizations and associations.
HolaWhat?! Our Podcast on the Holacracy Approach
In 13 episodes, CEO and founder Tobias Langmeyer and copywriter Cindy Raunick, together with different team members, dive into each element of the Holacracy Approach and how it works in everyday life.
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