No fines or penalties
The management model does not exclude mistakes. At the same time, it is assumed that everyone in the company understands the degree of responsibility, admits mistakes and suggests steps to correct the situation.
Although the work of employees is not controlled from above, this does not mean greece phone number list that more experienced employees cannot help colleagues. On the contrary, employees of a turquoise company are ready to help - give advice, suggest a direction, pass on experience. Turquoise principles assume that informal leaders can exist. But these are mentors or coaches instead of bosses.
Feedback
The management principle does not make people independent or isolated professionals. In teams, it is customary to give and receive feedback . In this way, turquoise communities provide support, motivation, or can point out shortcomings in work.
Openness of information
Teal organizations do not hide their data and income reports from the public or from the team. Everyone trusts each other, so in a Teal company, employees have access to internal corporate information. They know how much their colleagues earn, and what's more, they can jointly agree on the issue of bonuses for one of their colleagues. Teams are also aware of project budgets and can manage them independently.
Rules are not for control
Companies strive not to control employees, but to give them more freedom for self-expression. Internal regulations are still created for corporate management, but not for control, but for comfortable coexistence of people in the team.
General strategy
The core principles of Teal organizations speak of self-management. But teams in successful Teal companies do not solve problems in isolation from their values and purpose. That is, the business strategy directions of different teams still follow the same guidelines.