Well-being as an objective

We work with and for people.

What could be a better and more rewarding than to make major lasting contributions to the well-being of customers, partners and employees? Or improving the working practices and the day-to-day lives of people? In a world of increasingly knowledge- and communication-based interconnected global economies, office work – and therefore human beings as resources – are taking centre stage. People are no longer the objects but the subjects of value creation. There’s one thing industry agrees on. If people enjoy being at the office, they won’t just be more satisfied and identify more closely with their companies, but they will also be more motivated, efficient and creative. And in the competition for the best talents, soft factors like a sense of well-being are becoming more and more crucial. Aspects such as health, simplicity of processes, comfort, esteem and success are also vital.

Environment before turnover

„In case of doubt, the ecological aspect has priority over quick profit.“ Mission Statement of the Administrative Board,1989

In 1992 we developed Picto, the first completely recyclable office swivel chair, and proved innovative products can be designed and produced ecologically. Environmental responsibility does, after all, start with product design. As a proactive thinker, we demonstrate our innovative strength in ecological matters too: with environmentally favourable product processes, in the utilization of environmentally compatible materials, with a sophisticated value-added packaging system, in waste disposal or in the utilization of low-solvent lacquer. 

The fire-extinguishing pool, created along ecological criteria at the Bad Münder headquarters, has developed into a valuable biotope over the course of three decades. The water and the banks are an important habitat for wild animals and are a protected area today.

Fair partnership

Staff leadership
„No orders without explanations“

This phrase of Fritz Hahne's became the guideline for internal communication very early on. Decisions at Wilkhahn must always be legitimized by means of arguments and not hierarchies. Such a corporate culture produces strong, self-confident individuals who can identity with their work and who are totally committed.