Share on twitter Share on Google Plus by Rose Powell When online shoe-store powerhouse Zappos announced it was converting to a flat, fluid organisational structure, it told its staff they could have three-months’ severance pay if they didn’t want to relinquish their manager titles. About 14 per cent quit.Depending on your level of self-confidence, working for a company where there’s no hierarchy could sound like a breakthrough or a recipe for anarchic disaster.Some might be excited about the idea of fewer managers, especially those who were technically strong but wreak havoc on the lives of their underlings because of their lack of people skills. (And what smart person truly thrives when treated as an underling anyway?)Others might wonder what’s the point where there’s no ladder – or greasy pole – to climb? And does anyone get anything useful done? Lisa Rubinstein, management consultant and leadership coach at Axis Neuroperformance, tells AFR Weekend it wasn’t particularly surprising Zappos lost a significant chunk of its team. Advertisement “When you change a business structure you threaten people’s status and that is one of the prime drivers of the brain,” Rubinstein says. ”Finding out you could lose it [your status] can trigger immense stress.”But a radical change to business structures is leaking out of Silicon Valley and spreading through the… Read full this story
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