Decentralized organizations are rooted in the idea of delegation and employees having decision-making power. This creates environments of independence and will free up time for senior level management to focus on bigger initiatives and less on the day to day operations of an organization.
Since the advent of the internet in 1983, the access to information and technology has only progressed. This has created environments where adults and children have become accustomed to being able to learn independently and selectively choose how they interact with others. As a 28-year old millennial I can clearly remember this transition throughout my life, however, I also recognize that my 12 and 14 year old siblings grew up with technology in their hands and now have an exceptional ability to find information independently.
The advancement of technology has created an increased desire for decentralization across organizations as employees want more independence and decision making power. This desire has only grown exponentially with Gen Z entering the job market. Gen Zers are often described as “digital natives”, entrepreneurs, and learners. They are quick to question norms and management decisions, crave purpose, and pursue learning opportunities. These characteristics are synonymous with what is experienced in a decentralized environment and also aligns closely with a “work from anywhere” model. As remote work is continuously adopted, these characteristics are becoming more important and sought after. Gen Z employees are regularly looking for decentralized opportunities and thrive in these environments.
Erik Angus 