About: Open allocation

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Open allocation refers to a style of management in which employees are given a high degree of freedom in choosing what projects to work on, and how to allocate their time. They do not necessarily answer to a single manager, but to the company and their peers. They can transfer between projects regardless of headcount allowances, performance reviews, or tenure at the company, as long as they are providing value to projects that are useful to the business goals of the company. Open allocation has been described as a process of self-organization. Rather than teams and leadership arrangements existing permanently in a company, such relationships form as they are needed (around important projects) and disband when they are no longer necessary. Additionally, open allocation implies that projects

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  • Open allocation refers to a style of management in which employees are given a high degree of freedom in choosing what projects to work on, and how to allocate their time. They do not necessarily answer to a single manager, but to the company and their peers. They can transfer between projects regardless of headcount allowances, performance reviews, or tenure at the company, as long as they are providing value to projects that are useful to the business goals of the company. Open allocation has been described as a process of self-organization. Rather than teams and leadership arrangements existing permanently in a company, such relationships form as they are needed (around important projects) and disband when they are no longer necessary. Additionally, open allocation implies that projects are not unilaterally created and staffed by executive mandate. Rather, the person forming the project (who might not be an official manager) is responsible for convincing others to invest their time, energy, and careers into the effort. (en)
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  • Open allocation refers to a style of management in which employees are given a high degree of freedom in choosing what projects to work on, and how to allocate their time. They do not necessarily answer to a single manager, but to the company and their peers. They can transfer between projects regardless of headcount allowances, performance reviews, or tenure at the company, as long as they are providing value to projects that are useful to the business goals of the company. Open allocation has been described as a process of self-organization. Rather than teams and leadership arrangements existing permanently in a company, such relationships form as they are needed (around important projects) and disband when they are no longer necessary. Additionally, open allocation implies that projects (en)
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  • Open allocation (en)
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