IT Project Management: Case Zappos
Sometimes we consider different approaches to project management. Analysis of some suggests that they are close to us. We would not use others in our work.
Let's see what Zappos case is.
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Most recently, the company's CEO decided to abandon management and abolished managerial positions. Thus, any hierarchy was eliminated, and a document containing basic principles was proposed instead.
This approach can be called holocracy. The idea is that employees independently determine the leaders in their microinstructions and will distribute powers in such a way as to reflect the hierarchy at a comfortable level for themselves. The idea itself is not new - Zappos has adapted the concept of Brian Robertson, an entrepreneur from Philadelphia.
An additional advantage of holocracy is that it reduces information costs. Some companies realize this only partially and win against competitors. A good example is 37signals.
The reaction of the public was quite mixed - many immediately noted the futility of such a decision. Employees of the company are similarly divided into those who were optimistic with respect to innovation and those who did not like it (perhaps these were the same managers).
As a result, the company offered to all who disagree simply to quit. This option was preferred by 14% of all workers. On the other hand, such a reorganization has created a number of new problems. Although there are always similar tasks, but in this situation it becomes particularly relevant to accurately assess the contribution to the success of the company by each individual employee.
It will be difficult to evaluate the efforts and develop a KPI for those who combine several roles at once. Although the goal is to reduce information overload, it will be quite difficult to recreate a real model of what is actually happening.
Our materials on how to make IaaS simple and affordable:
Let's see what Zappos case is.
')
Most recently, the company's CEO decided to abandon management and abolished managerial positions. Thus, any hierarchy was eliminated, and a document containing basic principles was proposed instead.
This approach can be called holocracy. The idea is that employees independently determine the leaders in their microinstructions and will distribute powers in such a way as to reflect the hierarchy at a comfortable level for themselves. The idea itself is not new - Zappos has adapted the concept of Brian Robertson, an entrepreneur from Philadelphia.
An additional advantage of holocracy is that it reduces information costs. Some companies realize this only partially and win against competitors. A good example is 37signals.
The reaction of the public was quite mixed - many immediately noted the futility of such a decision. Employees of the company are similarly divided into those who were optimistic with respect to innovation and those who did not like it (perhaps these were the same managers).
As a result, the company offered to all who disagree simply to quit. This option was preferred by 14% of all workers. On the other hand, such a reorganization has created a number of new problems. Although there are always similar tasks, but in this situation it becomes particularly relevant to accurately assess the contribution to the success of the company by each individual employee.
It will be difficult to evaluate the efforts and develop a KPI for those who combine several roles at once. Although the goal is to reduce information overload, it will be quite difficult to recreate a real model of what is actually happening.
Our materials on how to make IaaS simple and affordable:
Source: https://habr.com/ru/post/295216/
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