Work cultures: The "Great Resignation" Aftermath Culture vs. Holacracy
Quick Verdict
Both models aim to improve employee satisfaction and retention, but Holacracy represents a more radical shift in organizational structure.
- Both prioritize employee empowerment and engagement.
- Holacracy emphasizes self-management and distributed authority, while the "Great Resignation" aftermath focuses on adapting to changing work culture.
- Transparency and skill development are key in both models.
Key features – Side-by-Side
| Attribute | The "Great Resignation" Aftermath Culture | Holacracy |
|---|---|---|
| Employee Retention Rate | High employee turnover leads to increased costs and decreased morale. | Data limited in search results; higher turnover during transition. |
| Employee Satisfaction Levels | Support for mental health, alignment with values, fairness, and good workplace relationships are crucial. | Enhanced employee engagement, greater job satisfaction, and motivation due to increased autonomy and empowerment. |
| Adaptability to Change | Organizations must adapt to changing work culture, including remote work and flexibility. | Flexible and adaptable, allowing for quicker responses to changing market conditions. Enables rapid decision-making and facilitates continuous improvement. |
| Organizational Hierarchy | A culture of empowerment, transparency, communication, and trust enhances employee experience. | Replaces traditional management hierarchy with a distributed authority system across self-organizing teams. |
| Decision-Making Process | Employee participation in decision-making enhances engagement. | Distributed decision-making process, granting autonomy to roles within their scope of work. |
| Employee Autonomy | Autonomy and ownership of work are important for employees. | Emphasizes autonomy and self-management, empowering employees to make decisions and act within their roles without needing approval from superiors. |
| Transparency and Communication | Open communication channels and transparency deepen trust and engagement. | Relies on transparent communication and information sharing throughout the organization. |
| Skill Development Opportunities | Upskilling opportunities are key for acquiring and retaining employees; employees want growth opportunities. | Allows employees to hold multiple roles tailored to their strengths, improving resource allocation and motivation. |
| Team Collaboration | Cohesive, diverse teams give employees a sense of belonging and connectedness. | Promotes teamwork and community by encouraging team building and mutual efforts to complete tasks. |
| Leadership Style | Empowerment leadership and empathy are sought by employees. | Managers shift to facilitating the self-management of teams and supporting individuals in fulfilling their roles. Servant leadership is encouraged. |
| Work-Life Balance Support | Employees want to balance work with personal lives; flexible options enhance job satisfaction. | Can support employee wellness by increasing autonomy and empowerment, leading to greater job satisfaction. |
| Innovation and Creativity | Empowered employees and cohesive teams foster innovation. | Fosters creativity and innovation by giving autonomy and encouraging experimentation and continuous improvement. |
Overall Comparison
Engagement: High in both; Hierarchy: Traditional vs. Distributed; Autonomy: High in both; Adaptability: Key focus for both
Pros and Cons
The "Great Resignation" Aftermath Culture
Pros:
- Prioritizes employee engagement and retention
- Focuses on adaptability to change
- Promotes transparency and communication
- Offers skill development opportunities
- Supports work-life balance
- Encourages innovation and creativity
- Values employee input in decision-making
- Emphasizes employee empowerment and ownership
- Cultivates team collaboration and support
- Advocates for empathetic leadership
Cons:
- High employee turnover can lead to increased recruitment and training costs
- Loss of productivity due to employee turnover
- Decline in morale among remaining employees due to high turnover
- Risk of quiet quitting and quiet firing if transparency and communication are lacking
- Difficulty in cultivating friendship and camaraderie with remote work
- Potential for toxic corporate culture leading to high attrition
Holacracy
Pros:
- Enhanced employee engagement
- Greater job satisfaction
- Increased motivation
- Increased autonomy
- Empowerment
- Flexibility
- Adaptability
- Quicker responses to changing market conditions
- Rapid decision-making
- Continuous improvement
- Distributed authority
- Self-organizing teams
- Clear roles and accountabilities
- Reduced ambiguity
- Increased sense of purpose
- Transparent communication
- Openness
- Trust
- Improved resource allocation
- Teamwork
- Community
- Fosters creativity
- Innovation
- Encourages experimentation
Cons:
- Initial resistance during transition
- Higher turnover during transition
User Experiences and Feedback
The "Great Resignation" Aftermath Culture
What Users Love
- Employees feel supported with their mental health
- Employees' values and sense of fairness are met
- Employees have good workplace relationships
- Employees are given autonomy and authority
- Employees are included in decision-making processes
- Employees are given skill development opportunities
- Employees are empowered by leadership
Common Complaints
- Employees are increasingly dissatisfied when their values and sense of fairness are compromised
- Employees leave their jobs due to dissatisfaction with workplace behavior that contradicts their values and sense of fairness
Value Perception
- Clear employee retention strategy is essential for the health of a business
- Creating a positive work environment that aligns with employees' values and fosters a sense of fairness is crucial
- Open communication channels are essential for employees taking ownership and feeling engaged
- Providing opportunities for professional development allows employees to grow as individuals and in their careers
- Flexible working hours, remote options, or hybrid models can enhance job satisfaction
User Recommendations
- A LinkedIn study found 94% of employees would stay longer with an employer who invests in their learning and development.
- The prospect of employer-paid online training and upskilling caused 66% of respondents to switch jobs.
Holacracy
What Users Love
- Increased empowerment
- Engagement can lead to better retention in the long term
- Faster decision-making
- Proactive problem-solving
Common Complaints
- No major complaints reported.
Value Perception
- No value feedback reported.