Working in a traditional office setting has been the main (and sometimes only) option for most people worldwide. 👨💼
But thanks to technological advancements and efforts to cope with the Covid-19 pandemic, we’ve seen how flexible our work lives can be. 🧑💻
No more traffic-filled commutes. No more office politics. No more Sunday night blues.
Living the dream, right? Not quite. 🤔
The transition back to standard working processes is already underway. A Microsoft report found that, in the near future, 50% of companies will require workers to be back in the office full-time. On the other hand, 52% of workers plan to switch to flexible (full-time remote or
hybrid) employment in 2022.
So it’s no surprise that 68% of US workers are quietly (50%) or actively (18%) disengaged at work.
The consequence? Unhappy employees and low productivity.
Instead, imagine a working environment that’s fair, flexible, and puts talent first. One where contributors are engaged, dedicated to an organization’s goal, and producing high-quality work. An environment of equality where everyone has a say in the direction of a company. 🚀
Too good to be true? Hardly.
Thanks to blockchain and cryptography, anyone can build or contribute to a Decentralized Autonomous Organization (DAO) and make it a reality.
If you’re still new to the space, check out our DAO overview with Bryan Peters so you can get up to speed.
For the rest of you, let’s dive into the four ways DAOs will revolutionize employment. 👇
1. True Ownership and Project Alignment
In most cases, traditional employment pays you a salary and—if you’re lucky—a performance bonus.
Caveats to this scenario are startups and fortune 500 executives which:
- Often requires you to work for a small (and sometimes no) salary with the promise of your shares being worth something after a funding round.
- Requires decades of business experience and some serious networking skills.
Even then, you’re often at the mercy of a board or higher-level manager. So while you get a slice of the pie, it’s monetary rather than governance ownership.
In DAOs, there isn’t a board of directors or executive team running the show. While there may be a leadership team, decision-making power is shared equally, meaning everyone’s opinion holds the same weight.
For example, in the Honey Badges DAO, members vote to choose the leadership team every three months. This process ensures that project leaders always act in members’ best interests.
Additionally, leaders don’t have absolute power to make project decisions since members still need to vote.
So rather than having a few heavy-weight decision makers, an organization has many smaller ‘shareholders.’ This structure results in better contributor engagement since they have skin in the game.
And since members own part of the project, they receive a share of project revenue. No more busting your ass to climb the corporate ladder for the executive team to claim most of the rewards.
Instead of remuneration based on office politics, seniority, and power plays, it’s about how much you contribute to the DAO and its level of success.
A DAOs decentralization also means anyone can take the initiative to propose changes. This feature is valuable since members…
