The Special Thing About KEBA
The KEBA DNA describes how we collaborate at KEBA and what defines our culture. At the center is always the individual with their skills and strengths. One of our core principles is: As much freedom as possible, as much structure as necessary.
This means that decisions are not automatically made “from the top,” but where the knowledge and experience are greatest. To make this work, there are clear rules defining how much freedom each role has, along with a strong connection to our goals and results.
Our culture is not just theory on paper; it is brought to life through practical tools – for example, through dedicated training sessions, the “Culture Compass,” regular team check-ins, or workshops where topics can be discussed openly.
In short: KEBA combines the strengths of modern self-organization with the reliability of an industrial company – offering a high degree of freedom, clearly structured and high-performing.
8 Characteristics That Make a Difference
These eight characteristics make tangible what defines KEBA at its core. They represent a culture built on trust, responsibility, and genuine collaboration – where people can fully develop their strengths. They show how we combine freedom and clarity, make courageous decisions, and create impact together.
Principles Instead of Rules
“Minimum Viable Bureaucracy”
At KEBA, we rely on principles such as common sense, personal responsibility, and agility – rather than rigid rules. This enables us to remain capable of acting even in a complex and rapidly changing world.
Responsibility therefore lies where decisions are actually required. Within a defined framework for action, this gives the people involved the greatest possible freedom.
Distributed Authority and Leadership
It is not a traditional hierarchy that decides and takes the lead; instead, people take on responsibility within clearly defined roles and make decisions where their expertise lies.
For us, leadership means providing orientation through purpose, strategy, and shared frameworks – while at the same time enabling as much autonomy and self-organization in everyday work as possible. For our employees, this means experiencing themselves as self-effective, consciously taking responsibility for results and collaboration, and contributing in different leadership roles.
Dynamic Roles and Circles
At KEBA, we do not think in terms of rigid positions or departments, but in living roles with a clear mandate and purpose.
Roles are bundled into circles that pursue a shared goal – and one person can take on multiple roles in different circles, exactly where their strengths are needed at a given time.
Our organization is never “frozen”: All employees act as sensors for change and can contribute suggestions at any time on how we can continue to improve – inspired by customers, markets, or their own observations.
People at the Center
We are convinced that the increasing complexity of our environment cannot be managed through more top-down control, but through trust in the capabilities of our fellow human beings.
That is why we embrace diversity and ensure that everyone at KEBA can use their talents where they make the greatest difference.
For us, a high level of personal responsibility within clearly defined frameworks is not a risk, but the most important lever to remain fast, adaptable, and effective.
Decisions Where the Expertise Lies
At KEBA, decisions are made where the greatest experience and the best knowledge on the topic reside.
For more complex issues, experts decide together – different perspectives are explicitly encouraged, and objections when there are concerns make decisions better rather than slowing them down.
This leads to decisions close to the action, free from politics and power games, with a high level of clarity and transparency – and we leverage collective intelligence to be faster and more adaptable overall.
Cultural Development Is Lived, Not Just Described
Our culture is tangible in everyday work: in circle retrospectives, in formats designed to reflect on collaboration where tensions can be openly addressed, and in the Culture Compass, which regularly helps reflect behavior and collaboration.
In this way, our culture is kept alive and continuously developed through concrete tools – in the spirit of support and challenge: We support each other’s development while consistently holding ourselves accountable to our shared expectations.
Transparent Learning and Feedback Culture
Feedback is an integral part of our work: short check-ins, retros at the end of meetings, feedback rounds at role or team level, and consciously scheduled time for experiments – tensions can and should be openly addressed.
Everything essential – decisions, roles, key metrics – is openly documented and accessible to everyone; knowledge is shared rather than hoarded. This creates a culture of open doors, where everyone can approach anyone and shared learning becomes daily practice.
Taking Responsibility and Mutual Trust
At KEBA, we believe that people want to take responsibility – when they are trusted and given a clear framework. That is why we deliberately shift decision-making authority to where the work happens, instead of requiring everything to be approved from the top.
For us, trust means that goals, roles, and information are transparent, enabling everyone to make sound decisions independently. This makes us faster, helps us continuously learn, and allows our employees to experience that their contribution truly makes a difference.
What Our KEBA DNA Creates in Everyday Work
What does the KEBA DNA feel like in day-to-day work? What does it change in collaboration, in decision-making, and in personal responsibility? Our female employees share their personal experiences – honest, reflective, and first-hand. Their voices show how culture is lived at KEBA and what it makes possible for each and every individual.
“For me, the KEBA DNA is primarily about the fact that, as KEBAns, we are able to work with a high degree of personal responsibility, autonomy, and flexibility. In concrete terms, this means that as an expert in your field, you can make decisions without major bureaucratic hurdles and truly drive things forward. I really appreciate the great trust placed in me here and the fact that my know-how is valued.”
“For me, the KEBA DNA is the perfect organizational model for a modern, future-ready company like KEBA. There is a strong focus on self-organization. This means that as a new KEBAn, you can start making an impact very quickly and contribute to a wide range of topics. I especially value the open feedback culture – for me, it is the best foundation for rapid development. Thanks to our agile way of working, we can adapt structures and strategies and respond quickly to external changes.”
“For me, the KEBA DNA stands for a culture in which personal responsibility and trust are top priorities. What makes it special is that decisions are made where the expertise resides – directly by the experts. This ensures speed, clarity, and a strong sense of ownership of the results. I experience motivated colleagues who can leverage their strengths effectively and work together on solutions that truly make an impact – for our customers and for KEBA.”
“For me, the KEBA DNA means having the opportunity to shape things – both the organization in my environment and the products we offer. This allows me to actively help shape the energy transition with my passion for digitalization. For me, the KEBA DNA is a living framework that enables people to take responsibility, find meaning, and grow together. It creates space for self-organization, trust, and continuous development – both personally and as a team.”
