euforia
  • Introduction
  • euforia identity
  • 1 ORGANIZATIONAL LEVEL
    • 1.1 INSPIRED BY...
    • 1.2 SELF-MANAGEMENT
      • 1.2.1 Structure
        • Why no bosses?
        • Self managing teams
        • What we use (and don't) from holacracy
        • Granular roles
        • Volunteer task forces
        • Working principles
      • 1.2.2 Processes
        • Transparency
        • Decision making
        • Show me the money!
        • How the finance wizards function
        • Performance management at circle and individual levels
        • Role definition and allocation
        • Conflict resolution
        • Potential dismissal process
        • Self set work frame > the wholebeing mixes
        • Simplifying salaries' administration
      • 1.2.3 eufocracy
    • 1.3 WHOLEBEING
      • 1.3.1 Wholebeing mixes
        • For international contractors
        • What it means to me...
      • 1.3.2 Other measures
      • 1.3.3 Resources
    • 1.4 EVOLUTIONARY PURPOSE
      • 1.4.1 Our history with working on strategy
      • 1.4.2 Listening to our evolutionary purpose
      • 1.4.3 Prototyping listening to our evolutionary purpose
      • 1.4.4 Theory U
      • 1.4.5 Resources
    • 1.5 EUFORIC MEETINGS SYSTEM
  • 2 INDIVIDUAL LEVEL
    • 2.1 Recruitment
      • 2.1.1 Regular employees
      • 2.1.2 Other cases
      • 2.1.3 International contractors
      • 2.1.4 Volunteers
    • 2.2 How to integrate yourself
      • 2.2.1 Before your first day
      • 2.2.2 During your first days & trial period
      • 2.2.3 Walk the talk on sustainability policy
      • 2.2.4 Collaboration tools
        • General remarks and advice
        • Trello - Project Management & Internal Communication
        • Google Hangout & Meet
        • Google Drive
        • Google Calendar
        • TOGGL
        • Glassfrog
        • Loomio
        • Slack
        • Leapsome
        • Whats App and Telegram
        • Podio
        • Mindmap for better knowledge management
      • 2.2.5 Corporate identity
    • 2.3 How to integrate someone else
    • 2.4 Developing your talents
      • 2.4.1 Talent Development Processes
      • 2.4.2 Trainings & Training Budget
      • 2.4.3 Self-management tools
    • 2.5 Departure
  • euforia glossary
  • Epilogue
  • TO ADD/CHANGE/ADAPT
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  1. 1 ORGANIZATIONAL LEVEL
  2. 1.2 SELF-MANAGEMENT
  3. 1.2.2 Processes

Transparency

Previous1.2.2 ProcessesNextDecision making

Last updated 5 years ago

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Internal communication > absolute transparency

All employees get access to the "euforia shared" drive folder that contains ALL information about euforia, even people's salaries, our finance and performance evaluations. We switched to slack also to provide more transparency than previously existed with emails, since in general anyone can join any slack channel, apart from those made "closed" for a good reason.

Why? Laloux explains it superbly (pp110-111):

"The way information flows illustrates how assumptions (conscious or unconscious) shape organizational practices. In most workplaces, valuable information goes to important people first and then trickles down to the less important.

In Teal organizations, they are no unimportant people. Everybody expects to have access to all the information at the same time. It’s a « no secret » approach.

3 reasons make this practice compelling for self-managing organizations:

  1. In the absence of hierarchy, self-managing teams need to have all the information available to make the best decisions.

  2. Any information that isn’t public will cause suspicion (why else would someone go through the trouble to keep it secret?) and suspicion is toxic for the organization’s trust.

  3. Informal hierarchies emerge when some people are in the know while others not."

Limits to this near absolute transparency at euforia:

  • Not all volunteers get access to the entire drive, only employees and a few volunteers.

  • We have a euforia confidential drive with employees personal info (it's a legal requirement to keep this confidential) and some other stuff (accounting, salary sheets...).

Around two years ago we have moved to in order to improve even further our transparency so that everyone has access to all conversation and information at any given time.

Our instance to fire people is called the and its discussions are confidential and documents placed in a separate drive folder only HUGO members can access, for obvious reasons. The process to fire people we'd been using for a couple years was formally approved by the entire team in 2018 and can be found in this .

Slack
HUGO board
chapter