Video Animation: How Viisi Works

Pim
Written by
- 1 min read

It’s time for the third animation on organizations featured in the Corporate Rebels Academy. Earlier we released animations on Haier and Buurtzorg. Now, it’s Viisi - the self-managing mortgage advice company.

Viisi was the first financial services company to implement 100% self-organization. They built their reputation on their unique philosophy: ‘People First, Customers Second, Shareholders Last’.

Corporate Rebels Academy

Viisi is a case study in our 6-week course, "Understanding and designing progressive organization structures". With Viisi, we've developed unique content for Academy students. An example is an animated video on their way of working.

Here’s a sneak preview. Sit back, relax, and enjoy!

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Replies (4)

Joanna Adams

Joanna Adams

Interesting approach and beautifully animated. Thanks for sharing!

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Manuela

Manuela

It is a really interesting organisation, thanks for the great explanation video.

I wonder how the company handles if one team member does not add enough value anymore. We try to work very self organised, too, and hiring new team members are decided by the team. Nevertheless, letting go of someone is a very tough decisions and teams don't want to do that and leave this to the management. What is your experience?

| | 1 | Flag
Ralf Metz

Ralf Metz

It is a really interesting organisation, thanks for the great explanation video.

I wonder how the company handles if one team member does not add enough value anymore. We try to work very self organised, too, and hiring new team members are decided by the team. Nevertheless, letting go of someone is a very tough decisions and teams don't want to do that and leave this to the management. What is your experience?

Manuela

Dear Manuela

I can't say how Viisi handle this. However, firing somebody is definitely one of the tougher parts of self-organisation.

We're supporting clients of us in their way into distributed leadership structures. Usually, they're handling this a bit more general.

So each colleague is member of the company circle and works within one ore more circles / roles. Salary is distributed by the percentage of engagement of circle / roles. When you can't provide any further added value to a circle purpose, the decision is not to fire you but rather to release you're work percentage from that circle which results in getting less money. This is handled quite socially so it's not like colleagues will be totally surprised about this.

So they can either find a different way to provide value to company in another circle etc., get less money or leave by themselves. And also that is handled quite socially.

Nonetheless, it's part of getting mature when leading a company in such structures. So it's a necessary process and a possibility to grow. But yes, even that is a tough decision.

Hope this helps a bit.
Ralf

| | 0 | Flag
Ralf Metz

Ralf Metz

It is a really interesting organisation, thanks for the great explanation video.

I wonder how the company handles if one team member does not add enough value anymore. We try to work very self organised, too, and hiring new team members are decided by the team. Nevertheless, letting go of someone is a very tough decisions and teams don't want to do that and leave this to the management. What is your experience?

Manuela

Dear Manuela

I can't say how Viisi handle this. However, firing somebody is definitely one of the tougher parts of self-organisation.

We're supporting clients of us in their way into distributed leadership structures. Usually, they're handling this a bit more general.

So each colleague is member of the company circle and works within one ore more circles / roles. Salary is distributed by the percentage of engagement of circle / roles. When you can't provide any further added value to a circle purpose, the decision is not to fire you but rather to release you're work percentage from that circle which results in getting less money. This is handled quite socially so it's not like colleagues will be totally surprised about this.

So they can either find a different way to provide value to company in another circle etc., get less money or leave by themselves. And also that is handled quite socially.

Nonetheless, it's part of getting mature when leading a company in such structures. So it's a necessary process and a possibility to grow. But yes, even that is a tough decision.

Hope this helps a bit.
Ralf

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