Medium, the blogging platform, tried to implement ‘holacracy’, a management structure that eliminates traditional hierarchical roles, in 2012. However, the experiment was deemed a failure. The company faced challenges due to the lack of clarity in roles and responsibilities, leading to confusion and inefficiency. Employees struggled with decision-making processes, and the absence of conventional management structures resulted in power vacuums.
Despite these issues, the experiment was not entirely fruitless. Medium learned valuable lessons about the importance of clear roles and responsibilities and the need for a balance between autonomy and structure. The company has since introduced a new system called ‘dynamic reteaming’, which allows for more flexibility and adaptability. This system encourages teams to form and reform based on project needs, promoting collaboration and innovation.
The Medium experiment underscores the potential pitfalls and benefits of alternative management structures. It reveals the necessity for clear communication, defined roles, and a balance between autonomy and structure in the workplace. It also highlights the potential for innovative approaches to team formation and collaboration. The ‘dynamic reteaming’ approach, born out of the failure of holacracy, may offer a promising alternative for companies seeking to foster a more flexible and collaborative work environment.
Go to source article: https://medium.com/@timrayner01/medium-s-experiment-with-holacracy-failed-long-live-the-experiment-85af1d3a661a#.vudcmcyyw