How we organize ourselves
Without a hierarchy and with a lot of personal responsibility, you can work with us to get the best out of you and us.
Since 2020, we have been set up as a responsive company organization (responsiveness). We have linked responsibilities to roles and given almost all decisions in the company to the team. As a result, each individual finds meaning in their own work and can realize their own potential through the role concept. By striving to improve, we make mistakes transparent and learn from them. For us, responsiveness is a joint, continuous process in which we constantly move out of our comfort zone.
What is Responsiveness?
A few years ago, we at virtual7 began to focus on personal responsibility instead of strict hierarchies and have thus reorganized ourselves. We call this form of organization responsiveness. Responsiveness bundles employees from the same specialist areas into clusters. Clusters that work on customer projects are called Customer Clusters. Internal tasks are performed by our core clusters. All clusters plan projects, sales and costs independently.
Roles and clusters
Responsibilities and tasks are distributed through the innovative role concept. This enables decentralized and independent work. Each role has a clearly defined purpose and a free scope of action. A role can be taken on by several employees. Responsibilities are clearly defined and described in role definitions. All roles are visible to every employee at all times. On the one hand, this creates a sense of duty, but above all clarity.
Consent vs. Consensus
With the introduction of responsiveness, we have basically put the decisions in the hands of our employees. This has made us faster and more flexible. That’s a good thing. But how exactly do we make decisions without hierarchies? There is a simple rule called Consent vs Consensus.
Processes & Meetings
In order to be able to work faster and more effectively, we at virtual7 have started to restructure our meetings and processes. To this end, we have introduced the Governance Process and the Tactical Process. This allows us to work together on and in our clusters in an uncomplicated way and live our changes transparently.
Fail Fast, Fail Forward!
Without hierarchies, with defined processes and maximum transparency, we make decisions faster. Thanks to our meeting structure and our error culture, every employee can organize their work efficiently. All results are visible to everyone at all times.
