EXCLUSIVE! No More Managers in the North Pole
Our North Pole correspondent, Tinsel, has the report.
Santa and his elves are used to things changing. They remember the craze for hoop rolling like it was yesterday, and how the arrival of electronics shocked everyone (some quite literally). Now, Santa is turning his attention away from the toys to the Workshop itself.
After his annual review, Santa noticed that his middle-management elves had significantly lower work satisfaction than their colleagues. Not only that, but those on the workshop floor were frustrated with how targets squashed their creativity and passion for toy-making.
He tried different solutions; letting elves pick which section they were in, hosting ‘Wellbeing Days’ with therapy reindeer, adding a Secret Santa element to the work-do – which one elf called “self-indulgent” – but nothing worked.
A New Kind of Management
Santa was stuck on what to do, until he discovered the magic of self-management through Frederic Laloux’s book Reinventing Organisations. After reading about the hugely positive impact that autonomous working has on colleagues’ productivity and satisfaction, he got rid of the middle management position and instead gave all elves the title of ‘Joy Bringer.’
The results have been astounding. Elves have set up entirely new departments previously unheard of, including a specialist Neurodivergent-Friendly Toys section after one elf noted that an entire 10% of the workforce had additional needs.
Productivity has increased tenfold, even with more elves working flexible hours. Those who were middle managers have regained their passion for their work, with one elf saying, “this is why I joined the Workshop. I want to make toys, not oversee anyone else’s production levels.”
What does this mean for 'Manager' Santa?
I was fortunate enough to sit down with Santa and get an insight into his decision-making process. When asked if he was still technically Head of the Workshop he responded, “absolutely, but not in the same way. My role is to protect the new values and make sure any new policies or decisions passed maintain our promise to our elves.”
As much as he’d like to, Santa cannot get rid of targets. “We must ensure that all the toys we need get made. Most other businesses get to trade all year, but we only get one day to make an impact. That’s why we must be perfect, year in and year out.”
They replaced their previous method of comparing elves to each other by introducing bonuses. Once they’ve hit their target, elves can earn discretionary bonuses including access to the Gingerbread Car Scheme. Santa has said this has worked wonders; “elves are focused on their goals but can also invest their time in professional development and new projects.”
The Joy of Self-Management
It is the first Christmas season with the new structure and Santa feels it is the most festive run-up yet. More elves than ever have energy in December, the month that tends to be the hardest and busiest.
One elf, Snickerdoodle, explained, “I no longer feel like someone’s breathing down my neck. I can enjoy the craftsmanship rather than worry about if I’m doing it fast enough. I’ve been here for years, and I know I can hit my targets. Now, I am finally trusted to do that. It has made me fall in love with toymaking again and I have more family time, so I come to work merry and bright.”
Konsileo fully support Santa’s Workshop transformation. We’ve found that no middle managers and an ethos of wholeness really does make the difference – not only for our brokers but for their clients, too. We appreciate that the world of work is always evolving, and we aim to evolve with it. Our structure and ethos is essential in making that happen.
We wish you a very happy holiday season!
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