Description

Sociocracy is brilliant at allowing us to explore and implement small changes. It also gives us a safe way to talk about these changes, and a frame on how to measure them. In short, it’s a great tool for any worker owned and controlled organisation that wants to get the best out of their working environment. But what happens when we bring in the tricky subject of pay? Even in a well-established team, pay can trigger all sorts of feelings and power dynamics – how far can sociocracy support us with that? We remodelled our pay process to use sociocracy throughout. We’re still learning, and we want to very transparently share where we’re at, what we’ve found so far, and how we plan to sociocratically move it forward. If we have time, we’d love to hear from people who have used sociocracy in their pay process too.

Bio

Outlandish is a tech worker co-op that has been using sociocracy for over seven years. It has transformed how we run our business and make decisions, and we now run public workshops/help implement teams that want to take a decentralised approach to their work. We’ve formed a circle called Building OUT (which stands for openness, understanding and trust) to do this work publicly, but we fully embrace this way of working on a day to day basis with clients and our internal team because we know it’s integral to the success of our business.

Kayleigh and Abi are both members of Building OUT and come from a project management background with a large focus on people and communication. They’ve used this ongoing experience to reflect and explore how they can use sociocracy to improve Outlandish’s offering, and ultimately work better.