Holacracy is an organisational structure that aims to eliminate traditional management hierarchies and distribute authority across clear roles. This system, adopted by firms like Zappos and Medium, relies on a set of rules and processes to guide decision-making, with an emphasis on transparency and efficiency. Despite its promise, Holacracy has faced criticism for its complexity and rigid rule-based approach, which can hinder flexibility and innovation. Some argue that it can lead to a lack of clarity in responsibilities, resulting in confusion and inefficiency.

Zappos, an online shoe retailer, has experienced mixed results with Holacracy. Initially, the company faced challenges with implementation, leading to some employee attrition. However, Zappos has since reported improvements in transparency, agility, and employee engagement.

Medium, a blogging platform, initially adopted Holacracy but later abandoned it. The company found that while the system had benefits, it was ultimately too rigid and time-consuming.

Despite these challenges, Holacracy continues to evolve and adapt, with new versions of the system addressing some of the criticisms. Advocates argue that the system’s inherent flexibility allows organisations to modify it to better suit their needs. Critics, however, maintain that the system’s complexity and rigidity outweigh its benefits.

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