Sociocratic circle organisation
Understanding Sociocracy
Sociocracy is an organizational model based on participation, transparency, and individual responsibility. At PAWI, we have been applying this principle at our Winterthur site (since 2018) and in Singen (since 2023).
This way of working strengthens collective thinking and action: decisions are made where they originate and have an impact — by the people directly affected. The result is a dynamic, agile, and forward-looking collaboration where every voice counts and responsibility is shared.
2018
cultural change at PAWI in Winterthur
2023
cultural change at PAWI in Singen
How We Practice Sociocracy at PAWI
At PAWI, we implement the Sociocratic Circle-Organisation Method (SCM), which is based on four key principles: consent, circle-organisation, double linking, and open election. These principles ensure that decisions are jointly owned, information and responsibility flow, and all perspectives are considered.
The first principle, consent, is the foundation of our decision-making. Consent means that there are no serious or justified objections to a proposal in relation to our shared goal. This creates transparent, jointly supported decisions and fosters a participatory culture.
Our teams work in self-organised circles — groups responsible for a specific function or project, such as a department, project team, or cross-functional working group. Each circle has a clear purpose, its own domain of responsibility, and makes decisions by consent. This ensures that knowledge and accountability are concentrated where they make the greatest impact.
To ensure information and decisions flow throughout the organization, circles are doubly linked. Each circle is connected to the next higher circle via a circle leader and a delegate, enabling two-way communication and shared influence.
Role assignments — specific tasks or functions within a circle — are conducted transparently according to the principle of open election. Circles propose candidates, explain their reasoning openly, and decide by consent who is best suited for the role. This ensures that every role is consciously assigned, understood, and supported by everyone.
I used to return from the strategy meeting and present the plans to my team. Now, we discuss the strategy together at the circle meeting.
Silvan Flury Co-CEO Management Services, PAWI Packaging Schweiz AG
The Impact of Sociocracy
We experience the positive effects of sociocracy every day:
- Equality — every voice is heard, and decisions are made together by consent.
- Transparency in communication — open sharing of information builds trust.
- Motivation & engagement — employees are actively involved and take ownership.
The introduction of sociocracy at the Singen site has improved communication and the flow of information, made decisions more efficient and bolstered team spirit. These positive results show how the model promotes both personal responsibility and satisfaction within the team.
Hülya Arslanoglu Head of Human Ressources, PAWI Packaging Deutschland GmbH
Why We Rely on Sociocracy
Since introducing sociocracy at our Winterthur and Singen sites, the benefits have been immediate. Decisions are clearer and better founded, every voice is heard, and employees actively take responsibility. Even complex decision-making processes run more efficiently, and teams continue to develop. This method strengthens collaboration, mutual trust, and engagement at PAWI — making our teams more capable, motivated, and confident.