Assign Lead Links to Enforce Holacracy Rules
Posted: Tue Jan 21, 2025 7:14 am
If an employee violates the principles of holacracy, limits the team, closes the results of his work and cancels initiatives, the new method will not take root. One of the tasks of the lead link is to detect such problems and solve them.
In our experience, in 90% of cases it is enough to have a frank conversation with the employee who is sabotaging the rules and help him with adaptation. In cases where this does not work, it is better to thailand telegram number database say goodbye to the violators. Such people undermine the motivation of the entire team, so the effectiveness of holacracy drops sharply.
Step 8: Collect feedback from employees and analyze the results
Feedback is needed to understand how employees feel in their new roles. This is important because the team's performance in the first 2-3 months may remain at the same level or even fall by 8-10% - this is quite normal for the transition stage.
But then, when employees get used to new roles and open up, the team's efficiency increases by 70-80% over the course of a year compared to the previous management structure. This means that everything has been done correctly and holacracy has taken root in the company.
Read on the topic: Psychotherapy and personal responsibility: principles of self-managed teams
What is important to remember
Make sure that your company's processes are structured competently enough, and that employees have experience making decisions and understand how self-management works. If there are gaps, correct them before switching to a new work format.
If you are having trouble transitioning to Holacracy, seek out experienced consultants. Get trained.
Make sure that all members of management positions are willing to give up their power in the company. If this does not happen at some level, the new horizontal system will not take root.
Remember that you cannot interfere with the operation of the circles - this guarantees an automatic return to the old system.
If the transition process does not go as planned, return to the familiar hierarchy and analyze in detail what went wrong. The experience gained will highlight the company's weak points that need to be strengthened.
In our experience, in 90% of cases it is enough to have a frank conversation with the employee who is sabotaging the rules and help him with adaptation. In cases where this does not work, it is better to thailand telegram number database say goodbye to the violators. Such people undermine the motivation of the entire team, so the effectiveness of holacracy drops sharply.
Step 8: Collect feedback from employees and analyze the results
Feedback is needed to understand how employees feel in their new roles. This is important because the team's performance in the first 2-3 months may remain at the same level or even fall by 8-10% - this is quite normal for the transition stage.
But then, when employees get used to new roles and open up, the team's efficiency increases by 70-80% over the course of a year compared to the previous management structure. This means that everything has been done correctly and holacracy has taken root in the company.
Read on the topic: Psychotherapy and personal responsibility: principles of self-managed teams
What is important to remember
Make sure that your company's processes are structured competently enough, and that employees have experience making decisions and understand how self-management works. If there are gaps, correct them before switching to a new work format.
If you are having trouble transitioning to Holacracy, seek out experienced consultants. Get trained.
Make sure that all members of management positions are willing to give up their power in the company. If this does not happen at some level, the new horizontal system will not take root.
Remember that you cannot interfere with the operation of the circles - this guarantees an automatic return to the old system.
If the transition process does not go as planned, return to the familiar hierarchy and analyze in detail what went wrong. The experience gained will highlight the company's weak points that need to be strengthened.