He says that network has democratized business, flattening the point employees are to offset in part by their contributions and their influence on chat. Benioff said that the company uses a tool internal unreported for chat, called Chatterlytics, which analyses the contributions of users and measures their influence. And to help determine their remuneration.
"We are a team, is a flat organization, it's a flat world," he said. "We have a management structure, but we have people are more important that I am." When using these networks, it provides this comprehensive democratisation and explodes the hierarchy of an organization enables and empowers employees who make all the difference.
He said the sales force believes that his company is headed by active employees who push society within, irrespective of their professional title. Benioff said that the vision he had two years when he imagined first chat and now he believes that it is the way of the future for businesses.
It is a major change for businesses and accompanying risks, Benioff recognized, including data like Wikileaks leaks. But he says companies must adopt risk and become more transparent. In some respects, he can lead the problems of rogue employees.
The company has applied this transparency at a meeting of three days off-site 250 frames, normally a somewhat low-key affair. This time, the company invited "Chatterati" society and distributed iPads computers in room for participants to decide in real time. Benioff also opened the debate to all members of society seek general comments. He said staff still add to food.
More than a change in technology, Benioff said that it was as a cultural renewal, getting your company synchronized with the current trends in society.
"These values and the number one value is confidence," he said. "If there is no trust between employees and managers, nothing will work." Transparency builds trust. For alignments of trust, you will need massive communication, you must open all focus on innovation and focus on collaboration and self awareness of an organization for the leaders. »
He said that this kind or radical thought leaving companies such as Oracle, SAP and Microsoft behind, because they are too dependent on the tradition. But he said, despite the major changes which embracing social means for a company, it may happen quite quickly. "It comes in a nanosecond." "It's when you agree to a second everything has changed," he said.
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