The traditional job description aspect is replaced with holacracys role

The traditional job description aspect is replaced

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Hierarchy platform is outdated and need an upgrade such as holacracy. Thetraditional job description aspect is replaced with holacracy’s role definition which is updated and clarified on the day-to-day needs of the circle (HolacracyOne, 2015). Teams now are
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developing to be more in sync with each other and the organization, because of equality, being goal driven, and the feeling appreciated.Lastly, the success of holacracy is displayed under companies like Precision Nutrition (Toronto-based nutrition and fitness company) and Zappos (online retailer). Precision Nutrition (PN) implemented holacracy since early 2012. Their growth rate has reached 25 people and millions of dollars in sales (HolacracyOne, 2015). PN’s founders Phil Caravaggio and John Berardi continued their utilization of holacracy and mentioned that the adoption of holacracy was tough but it was best decision ever made (HolacracyOne, 2015). Their usage of holacracy has earned them the name of one of Fast Company’s “10 Most Innovative Companies Of 2015 In Fitness”. CEO Tony Hsieh of Zappos stated to digital business journal Quartz he “wants his call center, the bread and butter of the company, to operate more like the car-service startup Uber” (HolacracyOne, p.6). And with adopting holacracy, they gained billions of dollars in annual revenue with more than 1500 employees; a year later approximately 80% of the company was reconstructed under holacracy (HolacracyOne, 2015). The increase employee growth and revenue show that holacracy is a good idea in the end. It may be difficult or time consuming to implement, but in the end, it displays it’s worth.
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  • Summer '16
  • Reshowrn Thomas
  • Decision Making, The A-Team, Tony Hsieh, Holacracy

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