So what is an organization 2.0 exactly? It’s an organization where:
- Natural communities of people connect and share information
- The organizational structure co-exists with networks of practice, interests and sharing
- Work is openly shared and co-evolved and anyone interested can come onboard as a stakeholder and contribute.
- Work is a series of projects and people constantly are looking for new ones to add to their skills and knowledge.
- Leadership is no longer about controlling and division of labour, but is about connecting people together and encouraging open conversations.
- Understanding the customer and engaging with him becomes everyone’s role and the lines between the organization and the external world become more and more porous. Customers and employees co-create new products, services and experiences.
So what does this bode for the traditional employer and employee relationship?
- Employees will be engaged as long as they can find projects that are engaging to them.
- Customers will behave more and more like employees and vice versa.
- When a person leaves the employee relationship he/she continues to be engaged and contributing and connected with the organization.
- The connection will continue to be with the purpose of the organization and with the existing networks.
- The organization will always see ex-employees as ambassadors and will reach out to them when they feel a project meets their needs.
So, in a gist, the current normative employee-employer transactional relationship which has “compensation” as its fulcrum – will shrink, and a more stakeholder- network relationship will evolve – where people will be looking at other needs – the larger purpose. And this will shift to be the fulcrum of that relationship.