Holacracy – And the battle of the Millennial VS the Old School Employer
As a brand-new Millennial, I’m a bit old-fashioned when it comes to work and workplace leadership. You come into the office, a manager gives you a project, you do the project; you present the project to a board, then to another board, then another. If you think you’ve finally made it through the presentation-merry-go-around, you are highly mistaken. Now your project will be nitpicked, chewed up and spat out more times than you can count, and you’ll have to start all over again with the concept. This all over a project that you could probably care less about.
The modern Millennial was like, NO! Dictatorship, go away! And so the Holacracy method was born. At least that is the story I tell myself. Why? I don’t know, it just sounds better than Holacracy was developed at Ternary Software and created by this old dude named Brian Robertson (which actually happened). The thing about Holacracy is that it’s not only beneficial for employees, it can also be beneficial for employers if practised properly.
Trick or treat?
For years, employee engagement has been something many companies struggle with. How do you get an engaged employee when the company does not share the same vision and passions as the employee? By switching to Holacracy as a company, you offer the employee the opportunity to kind of “own” the company. The employee is tricked into seeing the company more as his own. This method is also well-known as the ‘Trick or Treat model’ (and yes, I just made that up).
The Trick is that the organisation gets a more involved employee with a genuine interest in the company’s development. The Treat is that the employee is more in control and can therefore work on topics that are of actual interest to the employee. It’s a win/win!
What about Millennials and Holacracy?
We Millennials are known for our vision of the world, better yet, their drive for a better world. Holacracy ensures it is easier for employees to leave their social footprint in that world. Things like sustainability, global citizenship and the SDG goals are often less important for the higher ups of a company. Holacracy offers your employees the opportunity to take matters into their own hands and make a difference in various places within the company. It eases the conversation and makes it more accessible.
Conclusion: Holacracy ensures people feel less disconnected with topics in their lives that they find important. Whether privately or at work, everyone wants to get the feeling that they are making a difference, right?
Holacracy helps with that.