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Does a new organisation need other employees?

We are somehow all different, which is good

How should people who adapt well to an organisational form without hierarchies and contribute to the success of the company actually be incorporated? Is the new work environment only conductive to perpetually positive extroverts with thousands of ideas and the gift of gab?

A good question. For, when there is no one telling people what needs to be done, who has the final word? Let’s imagine a routine meeting with six or seven employees with equal authority. Who brings the problem to the table? Who voices criticism? Who influences how the decision is made? Is everyone equal? Not really. Usually, it is the person who most aggressively and vocally pushes their ideas.

An organisation without hierarchies needs to develop tools for ensuring that everyone is heard. It is often the soft tones in the orchestra and the continuous “doers” who are particularly critical to achieving sustainable change. However, there is no way around continuous communication and cooperation. Companies of the future listen to those who (want to) join the conversation.

Welcome discomfort!?

Joining the conversation requires courage and your own opinion. Therefore, criticism is expressly desired in companies of the future. Yet so many cringe at the thought. In times of job scarcity and a hyper-harmonious Facebook “like” culture, we have almost forgotten how to dislike something and express it. Say hello to watered-down monotony. A company that wishes to be successful, however, requires critical thinkers. Criticism and outside-of-the-box thinking prevents everyone from resting on their laurels, opens new realms of thinking and forces us to question ourselves. This is also good (especially) for leadership figures, who are not yet accustomed to receiving criticism. Once this is achieved, further development is possible. Therefore, an organisation without hierarchies must encourage, call for, and endure criticism. It attracts people who are ready to express their opinions.

Sound okay? Not enough.

Last but not least, new ways of working requires a great deal of idealism and curiosity. This is a big difference from traditional company organisations. According to a Gallup study of German and Austrian companies…

 … 87 percent of employees have little or no emotional connection to the company. They perform their duties solely out of obligation.

Which sounds horrible. This is why employees here at TELE are responsible for their actions, regardless of their roles. And it only works with those who identify with the philosophy of the company. When they are open to new things, introduce their ideas in discussions with others, and see projects through to implementation. New forms of organisation must, therefore, create conditions in which employees are able to inspire themselves to excel. Is everyone here enthusiastic? No. But we are working on it.

Perhaps you would like to help out with a few ideas? Are you competent, communicative, critical, open, and curious? Then maybe you are a great fit for the TELE Cosmos. Check out our booklet if you would like to learn more!

About TELE – our Booklet

Lessons Learned

  • Talk about what you do and discuss your ideas with others.
  • Trust yourself in voicing criticism and make a suggestion for improvement in the process.
  • Seek out tasks within the company that you enjoy and inspire others to participate.