We asked Emmy, our management consultant, to describe how she sees our decentralized way of working at Sigholm.
A flat organization - a teal organization
One of the things that I think makes Sigholm unique is its hierarchy-free organizational structure when it comes to internal roles and responsibilities. I find that many organizations often throw themselves with a flat structure, but at Sigholm we have found a way that I consider realized in practice and which also enriches the company. A way that we also develop and improve as we grow and needs change.
Operational responsibility for increased engagement
At Sigholm, we divide all internal work into operational responsibilities. These can be large responsibilities such as a personnel responsibility or driving Sigholm's strategic work. It can also be smaller responsibilities such as having overall responsibility for a system. No one tells anyone else where to be operationally active. We believe that good results come from committed employees. That's why it's up to everyone to choose which areas they want to be active in, based on what they enjoy, feel they can contribute most to, or want to develop in. As a new employee, it is therefore no wonder to jump straight into the strategy group and get involved, or to start a new commitment internally that you think can develop the company.
From student to sustainability manager at Sigholm
I am passionate about sustainability and quickly saw that it was an area I could contribute to Sigholm. It didn't take many steps before I was pushing that work forward with a huge amount of responsibility as well. Fantastic, isn't it? No decisions need to go through a rigid hierarchical structure in the organization, but we trust everyone to act in the best interests of the company within their operational responsibilities.
Decentralized decisions for increased participation
The mandate to make decisions thus also comes with an expectation. Turning to parts or all of the company to ask for input, advice and feedback is an important part of that process. It is necessary for us to be able to make even major decisions in a decentralized way that also creates participation and transparency in decision-making. I think this is a great way to inspire employees within an organization.
