不喜歡被領(lǐng)導(dǎo)？你適合去這家瑞典公司

Do companies need a strong leader to make it in today’s highly competitive environment? Many would say “yes, definitely”, but the employees of one Swedish software consultancy company would tell them otherwise. They don’t have a CEO. Nobody tells anyone what to do, instead all the 40 employees have meetings and decide together.

在今天這樣競爭激烈的環(huán)境中，公司是否需要一個(gè)強(qiáng)有力的領(lǐng)導(dǎo)才能成功?許多人會(huì)說“是的，這是肯定的”，但是一家瑞典軟件咨詢公司的答案正相反。這家公司就沒有首席執(zhí)行官。沒有人告訴任何人做什么，而是40個(gè)員工在開會(huì)時(shí)共同決策。

Crisp, the software consultancy firm has become world famous for not having a boss. Hoping to get its employees more involved, it moved on to changing its chief executive officer annually, but ultimately, the 40-strong staff decided there was actually no need for a single leader, so they scrapped the position altogether.

軟件咨詢公司Crisp因?yàn)闆]有領(lǐng)導(dǎo)而聞名世界。為了讓員工更多地參與公司事務(wù)，該公司原來每年都會(huì)換首席執(zhí)行官，但后來40名員工決定其實(shí)不需要單一的領(lǐng)導(dǎo)人，所以他們干脆就取消這個(gè)職位了。

Well, it turns out that not having a boss, and being involved in decision making has made Crisp’s 40 employees a lot more responsible and motivated. And even if someone does make a bad call at some point, it’s definitely not the end of the world.

結(jié)果發(fā)現(xiàn)，沒有領(lǐng)導(dǎo)、集體參與決策讓Crisp的40個(gè)員工變得更有責(zé)任心，更有動(dòng)力。就算有人偶爾做了件蠢事，肯定也不會(huì)是世界末日。

According to the BBC, the unique Swedish company is apparently set up more like a family – nobody tells anyone what to do, but the unspoken understanding is that “you don’t mess up the house.”

據(jù)BBC報(bào)道，這家獨(dú)一無二的瑞典公司的組織結(jié)構(gòu)更像一個(gè)大家庭，沒有人告訴任何人該做什么，大家達(dá)成的默契是“不能把家弄亂”。

Crisp does hold four-day meetings for the whole staff two or three times a year, when they decide on things that affect everyone, like changing their headquarters, but generally, company employees are encouraged to make their own decisions. They also have a company board, a legal requirement in Sweden, which acts as a last resort, in case something goes horribly wrong.

Crisp公司全體員工每年會(huì)開兩到三次長達(dá)四天的會(huì)議，這種會(huì)議將做出一些會(huì)影響所有人的決策，比如總部搬遷，不過一般來說，公司鼓勵(lì)員工自己做決定。按照瑞典的法律要求，他們還設(shè)有一個(gè)備用的公司董事會(huì)，以防出現(xiàn)重大失誤。

So far, the “no CEO” experiment has gone surprisingly well. Henrik Kniberg, an organisational coach at Crisp, claims that not having to ask the boss to approve project decisions or budgets means that things happen a lot faster and the company can respond to clients quicker. Employees are also a lot happier, as revealed by the regular staff satisfaction surveys, where the average is a solid 4.1 out of 5.

到目前為止，這個(gè)“無CEO”試驗(yàn)進(jìn)展情況出奇的好。Crisp公司的組織教練亨里克•克尼伯格稱，不需要領(lǐng)導(dǎo)來批準(zhǔn)項(xiàng)目或預(yù)算，事情進(jìn)度要快得多，公司也能更迅速地回復(fù)客戶。根據(jù)定期的員工滿意度調(diào)查，員工的幸福水平也高得多，平均滿意度是4.1分(滿分是5分)。

However, Kniberg stresses that not having to ask the CEO’s permission about stuff doesn’t remove employees’ responsibility to consult with their colleagues and explain their decisions.

然而，克尼伯格強(qiáng)調(diào)說，不必征得首席執(zhí)行官的同意并不意味著員工不必和同事商量并對(duì)自己的決定做出解釋。

However, some CEOs believe that the idea only works in small startups, because it would be too chaotic in large organizations.

不過，也有些首席執(zhí)行官認(rèn)為這種理念只適合那些新興的小公司，因?yàn)榇髾C(jī)構(gòu)群龍無首將會(huì)一團(tuán)亂。