The BuurtzorgT model
BuurtzorgT is characterized by a flat organization structure with short communication lines. The self-managing teams make use of the individual qualities of the employees. In a sense, BuurtzorgT closely resembles a ‘flat corporate culture’ contrair to ‘hierarchical care cultures’. Additionally there is also a learning culture, training and courses are offered to follow externally and there is an annual personal development budget. BuurtzorgT works in small teams with a maximum of 10 employees per team. Communication is given from the head office to the teams and the teams are coached by a regional coach, who helps to maintain the self-managing nature of the teams and at the request of a team, the coach can contribute ideas regarding the needs of a team. In addition, an online environment is used for all information sharing with the teams, by means of their own library. Every year there is a BuurtzorgT day where all teams come together to meet, share experiences and learn from each other.
Below is the organizational chart of our sister organization Buurtzorg Nederland. BuurtzorgT has adopted the same method. Via the digital domain the small, self-managing teams have access to the information needed to execute their work properly. This exchange goes both ways; the teams themselves indicate what is needed. They ask for support with regard to coaching, contribute ideas and ask for help with administrative tasks if they cannot solve it themselves. Head office facilitates these requests for assistance and ask the teams to think about policy matters. All this with the greatest possible transparency and above all with confidence in the expertise of the professionals.