Here's how to grow a feedback culture in a self-directed organization

What to expect.

How do autonomy and personal responsibility take shape in self-management?
Their explosive growth prompted Arbodienst 'Richting' to start thinking about a different way of organizing. They went from a team of 10 employees in seven years to an organization of 160 professionals. Personal growth and personal responsibility had to be the basis and structurally stimulated. How Richting became a self-managing organization, characterized by employee autonomy and ownership, Ruth de Korte, HR Business Partner, explains in this interview with Treams CEO Iris Zonneveldt.

The initial situation
Challenges

• Insufficient structure in a rapidly growing organization
• Feedback was more random and "on the go
• Rapidly changing environment

Wishes

• Personal development and growth as a foundation
• Autonomy and responsibility among employees
• A continuous learning environment

Current situation
Direction works according to the holacracy model. No hierarchy, but self-managing teams in a network of circles. Personal leadership is important. People are responsible for their own growth and their contribution to the organization. Feedback is an important basis for this. Although a few also had a critical note when a different working method was introduced, Richting can be justifiably proud of the measurements of employee happiness at work! By far the majority of employees are positive and even enthusiastic.

How
Within holacracy model, Direction has defined roles that have tasks. Working structurally with feedback is an important basis for self-reflection and growth. Treams provides the substantive and practical tools for this. Communication has been very important. Not only in the initial phase, but structurally. And not only about the why, but also about the how. Employees have been trained in working with feedback. Support for feedback was set up. Ambassadors played an important role as role models. Feedback is requested at least monthly, but it can be more often. And twice a year there is a moment for self-reflection.

Do you, like Direction, want a more autonomous role for your employees, with a focus on growth and ownership? Is working with feedback also on your HR agenda? Request a demo right away! Get to know the Treams platform and learn more about our active customer community.

Are you triggered by the story of Direction? Want to know more about their experiences, tips and learning points? Then listen back to the candid conversation between our CEO Iris Zonneveldt and Ruth de Korte.