Is Holacracy the Key to Unlocking High-Performing and Engaged Teams? An Exploration for HR Managers ?


Holacracy is gaining popularity in today’s fast-paced, constantly changing business environment. Brian Robertson first developed it, and it is based on the idea that traditional hierarchical structures must be better suited to today’s world.

What is Holacracy?

  • Holacracy definition: Holacracy is a management structure and organizational governance method that emphasizes self-management, decentralized decision-making, and a flat organizational structure.

  • Holacracy is a system that is built around a set of clear roles and responsibilities.

  • Additionally, it uses a series of circles to organize and govern decision-making.

  • Each circle is responsible for a specific area of the business and has a clear leader who coordinates the circle’s work.

Benefits of Holacracy:

  • Firstly, Empowers employees to take ownership of their work and make decisions based on what they believe is best for the company.

  • Increases employee engagement and productivity.

  • Encourages transparency and open communication.

  • Breaks down silos and ensures everyone is working towards the same goals.

Case Study: Implementation of holacracy

One of the most famous cases of companies that adopted holacracy is Zappos, the online shoe and clothing retailer.

Furthermore, Zappos implemented holacracy in 2013, and the company saw increased employee engagement and productivity and a reduction in turnover.

The company restructured its entire business around holacracy, eliminating traditional management roles and replacing them with self-governing teams. Employees were trained in holacracy principles and given the autonomy to make decisions within their teams. The company also established a governance system to ensure that teams were aligned with the company’s overall goals and values.

Additionally, Zappos provided employees with the opportunity to explore new roles within the company and to develop new skills. The implementation of holacracy at Zappos was not without challenges, but many employees reported feeling more engaged and empowered as a result of the change.

Challenges and Considerations:

  • Adopting holacracy can be a significant change in the way a company operates, and it may be difficult for some employees and managers to adapt.

  • It is not a one-size-fits-all solution; it may only be suitable for some organizations.

  • It’s not a magic solution to make a company more productive or engaged, and it needs to be adopted by the whole company with the right mindset and approach.

Several tools are available to implement such HR strategies, including:

  1. Governance Meeting Software: This type of software is designed to facilitate governance meetings, which are a vital component of holacracy. Governance meeting software can be used to create and manage agendas, document decisions, and track action items.

  2. Role Definition Tools: Holacracy relies on clearly defined roles and responsibilities. Role definition tools help ensure that everyone in the organization understands their role and how it fits into the more extensive system.

  3. Task Management Tools: Holacracy emphasizes tracking progress and holding individuals accountable for their work. Task management tools can track progress on specific tasks and projects and can be used to assign responsibilities and set deadlines.

  4. Communication Platforms: Holacracy relies on clear, open communication between all organization members. Platforms like Codeless ONE can be used to facilitate real-time communication and collaboration.

  5. Decision-making Tools: Holacracy is a distributed decision-making system, and decision-making tools can help to ensure that all voices are heard and that decisions are made fairly and transparently.


In conclusion, holacracy is an innovative management structure that can bring many benefits to an organization, such as increased autonomy, transparency, and open communication. 

However, it is essential to remember that it may only be suitable for some companies, and it’s vital to approach it with the right mindset. While it has been implemented successfully in some companies, evaluating if it is the right fit for your organization is critical before making any decisions.

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