What is the key to "Boss" in a start-up company?

In the present, many new technology start-ups no longer follow the traditional pattern, but are competing to create "alternative" corporate culture, in order to innovate the replacement, valve and GitHub such a company is a good example, their company's organization there is no so-called bosses and managers, employees will not have a class of ideas. There is only one flat organizational structure in their field, employees are supervised by each other, and identities are equal.

Perhaps many people think that this "remove" boss management is very absurd, but many technology start-ups are trying to build this corporate culture. Rather than giving the company a class nature, it is better to focus on the company's productivity and employee motivation.

The GitHub company's Zach Holman that the effect of doing so cannot be underestimated. "When the talent, process and technology in a company to get a good configuration, the staff's innovative awareness, enthusiasm and self-examination and other qualities will follow." Companies no longer need to instill anything into their employees, and good products will come along. ”

Trust is vital, but it is also the biggest hurdle to overcome.

Efficient Peer-to-peer management relies on the individual's sense of responsibility and autonomy, which cannot be achieved without trust. For organizations that use hierarchical management, they even force employees to do things. When the business is established, they will take various measures to limit staff to achieve control management purposes. It is also a manifestation of lack of trust. On the contrary, Peer-to-peer management relies on the self-control of employees, and the company's attitude towards employees is a trust.

A company without a boss or management doesn't mean there is no direction. Peer-to-peer management is guided by accountability, openness and work culture. This is a move to increase employee autonomy and flexibility, which will make them more innovative and push the company to success.

1 Everyone should be responsible for the company

In Peer-to-peer management, everyone directs themselves and others in such a way that they realize that "the greater the power, the greater the responsibility". For companies, they can implement initiatives to push employees to take responsibility, such as reciprocal compensation rewards. In valve company, the employee's salary is decided by everyone. And in Shopify, the company gives employees a monthly income as a bonus, making them realise it's a good job.

2 Public work information

Trust, accountability, peer-to-peer feedback, and autonomous decision-making are important components of peer-to-peer management, and they are based on transparent information disclosure. In the hierarchical management of traditional enterprises, managers are generally in charge, they can easily become the link of information blocking. This is for the development of the company, is more deadly.

As the saying goes: "What is done, tell others, this is the only way to success." "If the company wants to build an efficient channel, just follow the above." Release the necessary information, whether it is outstanding performance, feedback, or failure results. Google is doing very well in this area. Every week, Google employees receive an email that asks what they did last week and what the next plan is. The employee's reply message is posted on the public information platform the next day. In this way, they get an open communication platform and even get timely feedback.

Process data and information sharing is the basis of creating Peer-to-peer management, which can make employees more sensitive and efficient, play a incredible personal professional level, and create a corresponding corporate culture.

3 Instill corporate culture into every new employee

For Peer-to-peer management, it is also important to find the right people. Companies need a number of strategies to select people with a high degree of autonomy from their candidates. The stripe company will allow candidates to stay alone in the office in Sunday. If he can sink, stripe will hire him. In addition, stripe each employee has the right to vote for the candidate.

Whether they are stripe, GitHub or skillshare, they will set aside time to adapt their new employees to the environment and instill the company's culture and vision. GitHub will have a one-week social event and arrange for a person to help new people to become familiar with the environment. In Skillshare, they cook breakfast for new employees. For Stripe, they will arrange for new employees to take turns in different departments for a few days to familiarize him with the working environment.

Others point to suspicion, which they believe will inevitably "breed" hierarchical organizational management and bureaucracy in the future. But for valve and GitHub, who already have hundreds of employees, this has not happened. They maintain their flat structure and think about how to promote the company's growth through Peer-to-peer management.

For start-up companies, Peer-to-peer Management makes the company more "dynamic", which is not available in traditional corporate culture. Under the management of reciprocity, the accountability system is not limited to the boss or the supervisor, but to each employee, so that they will be more conscious to complete the work at hand. The use of Peer-to-peer management to build corporate culture can greatly promote the enthusiasm and initiative of staff, in the happy work at the same time for the company to create more innovative products.

Via:businessinsider