BusinessWorld

A company where colleagues decide their rights

A software company is taking a radical approach to its employees. 10. The Pine is transparent and democratic and even allows employees to determine the rights of others.

Ariel Umansky decided to reject her proposal for a 7% pay rise in December 2020. He felt he could not prove it in front of his colleagues. In fact, this is the second time in five years that it has rejected a 10-point pay rise.

“I felt a little insecure and exposed myself to people who thought they were better than me, even at the top of the list,” Umansky explains. “It’s easy to feel like a liar.

At the Argentinian company’s “tariff meeting,” wages are set three times a year, including all employees except new employees who are still on probation. Employees (or coaches they represent) can offer an increase and then discuss it publicly.

10Pins is a technology company founded in 2010 with 85 employees based in Buenos Aires. Write software for customers like Starbucks and Burger King, and build online loyalty cards for customers, apps, and e-commerce platforms.

 

Every year, employees share 50% of profits.

10Pines aims to have a unified hierarchy and be as transparent as possible to employees. After a three-month trial period, the new employee attends monthly public meetings with the rest of the team to decide on key company decisions, such as potential new customers, fees, company finances, and of course salaries.

There are no CEOs or real managers on the team, but there are also high-level figures known as “colleagues” and “teachers.”

“Without any boss deciding to raise wages, we give back power to the people,” says Jorge Silva, co-founder of 10P and a “teacher.”

“We don’t want a pay gap like America’s,” he says.

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Silva says that new participants can negotiate their rights somewhat, which can be problematic at first. His proposed salary was discuss with people with similar experiences in the company in order to obtain their consent.

In the closing interview of the recruitment process, the candidate meets with a team of more than 80 people to introduce the team’s dynamic working style. There is no technical problem at this stage, it’s more about understanding people’s interests and giving them the opportunity to understand how 10Pines works.

However, 10Pines says diversity programs such as the Learning App only run women and believes its holistic approach can survive on a large scale.

“We’ve been developing this trend for 12 years,” explains Tele Arena of Los Angeles, an experienced software developer, for example, when we have 30 employees to start talking about wages and we are worried that it will not work with 50 employees but we are still getting used to it. You need to update the process to maintain trust.

If the company continues to grow, he says, it may need to create a second office that will automatically replicate and implement the same system.

“The key thing is to understand there is a difference between equal and fair,” says co-founder Jorge Silva. “We are not all equals, but we try to be fair. We don’t want to be like the classic company that tries to control employees and treats them like children.”

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