Experience and commitment are the greatest strength of our organization.
The dynamic growth of business, a growing number of new projects, more foreign markets to cover and, in consequence, the dynamically rising number of employees, all this puts Weba in the face of a new challenge – how to manage efficiently and effectively. The seemingly obvious solution was to expand the company’s structure with new director levels, their deputies etc. However, Weba’s president decided to take a completely different approach. Instead of assigning new supervisors to employees, he assigned them new competences to make decision independently. The company’s organisational model is based on work in self-organising teams. In 2020, we commenced a process of internal changes inspired by holocracy and the so-called turquoise management. After all, smart adults committed to their work know best what to do and how to do it best in their own, respective areas of daily work.
At the same time, the company’s management created an environment and tools facilitating common activities and democratic adoption of decisions. Teams were founded, responsible for specific areas within the company. The said teams can make decisions about, e.g. expenses or internal processes, independently and on the basis of commonly agreed principles. The team members divide work themselves, grant time off to each other, decide where and when to perform work and, if needed, recruit new employees to their teams.
This puts a lot of responsibility on the employees’ shoulders. Yet this is exactly what we care about – working with people unafraid to take responsibility, committed to their roles, driven to introduce further changes and support our organisation in growth. Still, self-management is not democracy, with the rule of the majority.
By following these assumptions, each of our employees exerts a real impact on the company’s shape. Consequently, the employees’ engagement has risen, translating into higher initiative and willingness to take responsibility for the company’s shape and their own development. In Weba, everyone has the right to make mistakes – provided that they take responsibility for their decisions. We value imperfect attempts to improve more than taking a passive stance in the face of problems.