At Supercluster Labs, our vision of the future is one where communities of like-minded individuals can come together to work problems they care about. These individuals are enabled to work effectively, all striving for consistent goals.
This idea of community-led value creation is not unique to web3. Many web2 organizations also rely on communities to add additional value back to their organization. Some examples of this include user generated content, product templates, and brand advocacy.
At Supercluster Labs, we believe that our society will continue to realize and lean on the power of communities as the future of work.
We're empowering any organization to effectively collaborate by making it easier to manage their community, and that enables communities to continue to produce more value. Our mission to build a complete set of tools to enable this future.
Most productivity and team management tools today are designed for traditional organizations. At Supercluster, we plan on bringing the same level of productivity and efficiency to communities, so that non-traditional organizations can work as effectively as traditional ones.
We're starting with Airlock, an access management platform that enables communities to manage access to their existing productivity tools using engagement, rather than identities. We will continue to expand our product offerings to help communities manage and grow every aspect of their organization.
Below are some of the inefficiencies that we see in the market today - ones that we aim to tackle head-on at Supercluster Labs.
The primary difference between communities and traditional organizations is where value creation typically occurs. In traditional organizations, most of the value creation happens internally, through employees. Most traditional organizations still largely operate this way.
Communities, on the other hand, primarily rely on external contributors for their organization's value creation. There are multiple examples of this - including decentralized organizations, open source communities, or even products that rely on user generated content (social communities).
These communities rely heavily on external contributors, but are often managed by a small set of individuals.
Most productivity tools today are designed for traditional organizations where internal employees are identified and hired long-term. This shows up in various aspects of their business and product, including identity-based user management and per-seat pricing.
These aspects fundamentally are not compatible with how communities are structured. Contributors are often transient, meaning they come and go as they see fit. In some instances, these contributors may also be anonymous or pseudonymous.
Productivity tools such as Notion and Google Drive, amongst others that communities depend on every day, are all designed for traditional organizations. This causes significant wasted time and friction for community managers.
Employees of traditional organizations are typically rewarded for their value creation via salary increases, promotions, or sometimes stock. Ideally, the path for these increased rewards are concretely defined, so employees know what they need to do in order to receive additional rewards. Organizations utilize a myriad of tools to help ensure this, such as quarterly reviews, employee feedback platforms, and internal advisors. All of these tools are designed for organizations to increase their employee satisfaction and productivity.