This leaves a unique decision making process as everyone can speak all within

This leaves a unique decision making process as

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removed. This leaves a unique decision-making process, as everyone can speak all within one level. In order to successful implement Holacracy, everyone must be on the same page, and understand that the company is taking on a servant leadership style. Everyone is there to help and support each other. The implementation procedure includes quantitative data management, using strong and open communication methods, and releasing information and power (Kamp, 2014). When looking at the company’s data, it should be broken down into three levels: Results, process, and labor. This will help to explain what the company is doing currently. It is important to capture these numbers at least monthly to make sure that the data is staying on track or increasing over time. The results look at the sales and the balancing of the input and output. The process looks at the sales processes, how the development and implementation is going, and the work tasks that employees are doing. The labor section looks at the time that is being worked. Communication must be extremely effective in this style. Because there is no top-down or bottom-up structure, the communication must spread openly and freely among all employees. When it comes to decision-making, the company does not have a set way of doing things. The decisions are made on a case-by-case process, which keeps Holacracy extremely unique. Because there are no levels, everyone can be included in the decision-making process. The best way to do this would be to have a round-table discussion, where everyone has the chance to express ideas and build off each other’s opinions. This creates a sense of confidence and collaboration that a hierarchy cannot create.
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HOLACRACY AND TEAM PERFORMANCE 9 The roles of the employee are not set in stone. Employees can be flexible with what they do and adapt to the ever-changing workplace. Employees are self-managed, meaning they are responsible for completing their work in a timely manner and must hold themselves to higher standards. This can be one of the biggest downfalls, so the employees would benefit from writing down their biggest challenges in their work. By writing this down, individuals can work to remain accountable for their work and let other employees be aware of their weaknesses. Therefore, if another employee needs to help keep them on track, they have the support, especially since they do not have a manger to do this. The biggest reward from implementing Holacracy in a company is the satisfaction of being able to control the work that is being done. The employees are no longer answering to management or upper management however, they are responsible for their work and getting it done well and on time. Because this is not beneficial to all employees, it should be noted that a company may lose some employees when transitioning to this style.
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  • Winter '16
  • Jean Francis

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