Of course, you can introduce existing organisational concepts such as Holacracy, but, like every human being, every company and its employees are different and it can be worth investing a little more time and developing an organisational structure tailored to your own situation.
The operating system of a company consists of:
The shared intentions, the culture that develops, and the rituals and structures that are introduced (organisational principle).
The roles of the people at the company and their competencies.
The infrastructure (work tools, machinery, and equipment).
If you want dedicated staff, you must not be afraid of transparent structures. When a team is given responsibility, it must also be able to make its own decisions.
Self - organising teams need:
A shared vision (goal/meaning/purpose)
Open culture on an equal footing (feel free, feel good)
Rules, rituals, and structures (how we do it)
Role models (they can do it, we can do it)
Simplicity (less is more)
How we do it
Here are our solutions at Apps with love, i.e. the rules, rituals, and structures by which we organise ourselves while also constantly questioning and renewing ourselves. An important goal of these measures was also to increase transparency within the company. Every employee should be familiar with the order situation, important events, and decisions.