I’ve always liked the concept of self-directed work teams but never quite figured out how to create them. These consist of groups of employees who operate with a high degree of autonomy, typically without a traditional manager or hierarchical structure. I loved that Zappos did this: they have a flat organizational structure and empower employees to make decisions independently, fostering a culture of self-management. Consider that:
· The benefits of self-directed teams include increased productivity and efficiency, improved decision-making, enhanced employee engagement and satisfaction, and a tendency to be more adaptable and innovative.
· To be successful they require trust and lots of clear communications.
· The biggest obstacle is often management’s reluctance to give authority to employees – it’s better to start out with these teams than to try and change existing org structures and top-down management habits.
I suspect employees love these but need training to ensure adoption and acceptance of autonomy, shared responsibility, and collaborative decision-making. The good news is that companies often have employees who lead without titles, being role models and natural leaders. You may not get as far as having self-directed work teams, but you can start by giving employees with those traits more authority and autonomy today.
Henry Ford (1863 – 1947): American industrialist and business magnate.[1]
No comments:
Post a Comment