How does it feel to work in a culture of co-determination?

Start-up difficulties and opportunities

When the Sociocratic Circle Model was first introduced in a surgical team, it was viewed very critically from various sides. Although the change was accepted by the team itself, it was accompanied by scepticism and uncertainty. "It was also a big challenge for me as team leader. Roles and tasks I was familiar with were replaced. However, it soon became apparent that joint decisions were more widely supported and I felt a certain amount of relief as a manager," says Julia Khatri, Ward Manager Surgery and Deputy Clinic Manager Surgery. "As a manager, I am now responsible for ensuring that the consensus is implemented - an exciting task."

Co-determination and co-design on the job

In the sociocratic circle model, there are various roles and functions that employees at all levels can take on. For example, a moderator is elected for the meetings. Employees who take on this role benefit greatly in terms of their personal development. This role strengthens their self-confidence. Inhibitions about speaking in front of several people can be overcome. Experience has shown that moderators receive a lot of positive feedback. They can work on their own presentation skills. Other roles - such as delegate or delegate in the general circle - also make it possible to take on more responsibility than would be possible in a pure job. The sense of thinking on a meta-level leads to a better understanding of the organisation.

"Initially, I didn't want to be a facilitator. I thought I couldn't do it. But when I heard from my team colleagues that they believed in me and had confidence in me, it motivated me enormously. I've now been chairing our meetings for a year and feel more and more confident."

Sinan, health specialist

Exciting prospects at every stage

After four years, something great has been created that the carers at the Department of Surgery would not give up. Thanks to the sociocracy, a culture of participation has been encouraged, but never demanded. Employees can get involved or take a back seat. Just as it suits each employee.

"If I notice in everyday life that a process could be improved, I make a note of it on our whiteboard and then the issue is dealt with as a team. It's fun to see what new things come out of it."

Raphaela, qualified nursing specialist

There are moments when a qualified nurse with two years of professional experience can help decide on the clinic's training budget or a healthcare specialist with three years of professional experience asks candidates questions in a job interview. Thanks to the sociocratic circle model, the employees' perspective is almost always included in the decision-making processes.

Your chance for co-determination

Would you also like more co-determination in your job? Are you interested in immersing yourself in our very special working culture and helping to shape our day-to-day care work? Then get in touch now with Julia Khatri, Ward Manager Surgery and Deputy Clinic Manager, or Sandra Beeler, Ward Manager Day Ward.

Your chance for co-determination

Would you like more co-determination in your job? Are you interested in immersing yourself in our very special working culture and helping to shape our day-to-day care? Then get in touch now with Julia Khatri, Ward Manager Surgery and Deputy Clinic Manager, or Sandra Beeler, Ward Manager Day Ward.