Corporate culture: Appreciation and open, honest interaction
We foster a corporate culture in which we promote dialogue and create opportunities for participation. An open and honest treatment of each other is just as important to us as interpersonal relationships that are characterised by clear rules of conduct and guided by high values. This company culture is an essential precondition for maintaining and further developing Tchibo as a strong brand. It is firmly anchored as a binding success factor in the Tchibo DNA, published in 2011. The DNA is complemented by the Tchibo Code of Conduct which defines our company’s key values and specifies guidelines for the workaday routine. They include promoting diversity and providing equal opportunities for all employees. Each employee contributes to the company’s success with their individuality.
We do not tolerate discrimination based on age, sex, background, sexual orientation, religious belief, physical constitution or other personal characteristics. We regularly give all employees training regarding the Tchibo Code of Conduct. These measures are of course carried out in accordance with the German General Equal Treatment Act (AGG).
Exchange between equals
We foster an exchange of views across all divisions and hierarchical levels and involve employees in the company’s development wherever possible. This builds confidence and motivation. To do so, we use modern communication tools and organise events that promote personal exchange. At our Hamburg roasting plant, and the logistics centres in Gallin and Neumarkt, where employees have only limited access to the Hamburg headquarters intranet, we promote dialogue in workshops and at regular roundtable discussions. In addition, we keep Tchibo Neumarkt employees informed with a weekly newsletter. Since 2013, we have regularly invited all employees to the Hamburg head office for the ‘Tchibo in dialogue’ event series. Town Hall meetings provide all employees with insights into the latest developments in their own as well as departments. Cross-departmental knowledge transfer is also encouraged through the ‘Abgeschaut bei’ (roughly: How others do it) section on the Tchibo intranet. As a result, we want to strengthen the culture of ‘learning from one another’ and better use both positive as well as negative experiences for the company. At the Hamburg headquarters, we were also able to promote the exchange of employees amongst each other in in 2017 by means of the spatial reconfiguration as part of ‘ONE Tchibo Culture’ initiated by our CEO Thomas Linemayer. To keep employees informed about news/new developments and the company’s performance as well as all relevant topics, a new format was developed at the beginning of 2017: the CEO Letter. It is published monthly on the Tchibo intranet, to ensure that every employee is well informed, regardless of where they work. We also set up a ‘Speed Meeting Zone’, a ‘Brand Zone’ and a ‘Creative Zone’, and equipped the corridors with whiteboards.
Sought-after and supported: Creativity and inventiveness
We value and encourage our employees’ ingenuity and inventiveness. In 2016, we replaced our successful ‘Kolibri’ ideas management system with the modernised online platform GOOD IDEA! In the spirit of crowdsourcing, we use this community-based ideas management system both to evaluate existing measures and to run ideas campaigns on specific topics. We offer rewards for the best Tchibo ideas.
Firmly established: Co-determination at work
We want employees who get actively involved and help to shape the company. The laws mandating co-determination on the works council and Supervisory Board gives employees the opportunity to influence business decisions. In accordance with the provisions of the Works Constitution Act (BetrVG), the works council consists of 35 members and five members on the youth and trainee council. The Supervisory Board has an equal number of representatives for employees and shareholders. The two bodies work together closely. At the company meetings, which take place regularly at the Hamburg headquarters and other locations, colleagues are informed about the work of the works council, the development of the business, the results of the employee survey as well as selected topics such as health management, and the Group’s offers to help employees achieve a healthy work-life balance. Tchibo employees have the opportunity to submit urgent and important questions to the works council and Tchibo management, which are then answered at the meetings.