A lot of effort and time to reorganize processes
Posted: Tue Jan 21, 2025 7:14 am
To achieve the desired results, all work will have to be built practically from scratch. Employees who have never made decisions independently and only waited for orders from above often do not know how to work differently.
Not always a predictable result
Each employee makes their own decisions. This is a factor that company managers cannot always control.
Problems with motivation among those employees who are focused on career growth
Horizontal management is not interesting to everyone. There thailand telegram number database are people who purposefully come to companies to grow in positions and receive more and more power. Such team members often sabotage the principles of holacracy.
The risk of error is greater than with managerial control
If an employee makes a tactical decision and does not calculate the risks, it is more difficult to prevent unsuccessful steps.
Trying to implement holacracy in a company that already has major problems with business processes and decision making is a very dangerous step. Not only will this method not help, but it will also make the situation worse.
Who is Holacracy suitable for and who is it not?
Holacracy principles are not suitable for all companies. It works well in organizations that already meet certain conditions:
minimal amount of routine in work processes;
encouraging initiative and creative solutions;
project work that involves quickly switching between tasks;
low staff turnover;
a formed tradition of making independent decisions;
high level of self-organization of employees;
transparency of processes for all team members.
Teal companies operating in IT, marketing and other flexible areas are built on the principles of holacracy.
At the same time, holacracy is not suitable for companies in which:
a lot of routine tasks;
each task is solved strictly according to the regulations, therefore experiments are not allowed;
employee initiative is not only undesirable, but also dangerous;
There is a high staff turnover.
Manufacturing, retail, logistics are examples of areas where business is unlikely to be able to implement the principles of holacracy. It is also impossible when the company is built on a powerful personal brand, that is, all processes are somehow tied to the personality of the owner.
Read on the topic: Spiral Dynamics: What stages of management system development do companies go through?
How to Abandon Vertical Hierarchy and Embark on the Path of Holacracy
Not always a predictable result
Each employee makes their own decisions. This is a factor that company managers cannot always control.
Problems with motivation among those employees who are focused on career growth
Horizontal management is not interesting to everyone. There thailand telegram number database are people who purposefully come to companies to grow in positions and receive more and more power. Such team members often sabotage the principles of holacracy.
The risk of error is greater than with managerial control
If an employee makes a tactical decision and does not calculate the risks, it is more difficult to prevent unsuccessful steps.
Trying to implement holacracy in a company that already has major problems with business processes and decision making is a very dangerous step. Not only will this method not help, but it will also make the situation worse.
Who is Holacracy suitable for and who is it not?
Holacracy principles are not suitable for all companies. It works well in organizations that already meet certain conditions:
minimal amount of routine in work processes;
encouraging initiative and creative solutions;
project work that involves quickly switching between tasks;
low staff turnover;
a formed tradition of making independent decisions;
high level of self-organization of employees;
transparency of processes for all team members.
Teal companies operating in IT, marketing and other flexible areas are built on the principles of holacracy.
At the same time, holacracy is not suitable for companies in which:
a lot of routine tasks;
each task is solved strictly according to the regulations, therefore experiments are not allowed;
employee initiative is not only undesirable, but also dangerous;
There is a high staff turnover.
Manufacturing, retail, logistics are examples of areas where business is unlikely to be able to implement the principles of holacracy. It is also impossible when the company is built on a powerful personal brand, that is, all processes are somehow tied to the personality of the owner.
Read on the topic: Spiral Dynamics: What stages of management system development do companies go through?
How to Abandon Vertical Hierarchy and Embark on the Path of Holacracy