Medium, an online publishing platform, has adopted a ‘no-manager’ policy, allowing teams to self-organise and make decisions. The Holacracy system, as it is known, eliminates traditional management roles and instead, staff members have ‘roles’ rather than ‘job descriptions’. Each role has a purpose and expected accountabilities, and these are continuously updated based on the company’s needs.
Medium’s system is designed to be dynamic and responsive, evolving with the company’s growth. It enables quick decision-making and reduces bureaucracy. Regular meetings are held to discuss operations and governance, ensuring transparency and collaboration.
Despite its apparent benefits, Holacracy does have its challenges. It requires a significant amount of time, patience, and commitment to operate effectively. It can also be difficult for new employees to adapt to, as it is a departure from traditional corporate structures.
Despite these challenges, Medium believes that this system is more efficient and beneficial to the company in the long run. It fosters a culture of autonomy, empowerment, and transparency, which are essential for a thriving, innovative company.
Go to source article: https://medium.com/the-story/management-and-organization-at-medium-2228cc9d93e9#.4l0ztq4ma