Middle management bosses are disappearing in American workplaces. As economic uncertainty continues and technological advances reshape the workplace, companies are increasingly cutting middle management positions, a move dubbed the “Great Ambos” This has a significant impact on employees.
Pharmaceutical company Bayer is just one major company vowing to abolish corporate bureaucracy and give employees self-management by the end of 2024. The company plans to restructure the company by cutting back on management levels and reducing the number of bosses and rules in favor of autonomous teams. Sound radical? Experts argue that this major reorganization has both positive and negative aspects.
Advantages of “Great Amboss”
Joe Calvin, Vistage's chief research officer, told me in an email that prolonged economic uncertainty and rapid advances in technology and automation have meant that companies have been forced to “boss out” by eliminating middle management roles. ' is on the rise. “This concept creates more direct communication between employees and senior leadership,” Calvin says. “This often results in a flatter organizational structure, giving employees greater visibility to senior leaders and potentially reducing inefficiencies associated with excessive command and control.”
Some business leaders are concerned about the productivity of remote employees in boss-less workplaces, but other companies like Novartis are also actively “unbossing” employees, Gallup says. The company reports. Novartis is calling this change in management style a “bossless leadership experience” as part of a development initiative. This initiative was built by the company on the idea of eliminating outdated management hierarchies and eliminating industrial-age approaches and digital-age prerequisites. Addressing real-world challenges for leaders.
“The old idea that a leader has to be the most experienced, wisest, brightest member of the group is becoming redundant,” Novartis CEO Stephen Burt told Gallup. “Understanding highly complex situations requires a different type of leadership. That's why we're changing the way we look at leadership. And we're building a new approach to development that centers that change, In other words, we've developed a “bossless leadership experience.” ” Baert adds that “removing the boss” creates better solutions to harder problems. He also shares with Gallup that teams of leaders without bosses are not less productive, but more engaged and motivated because they have more purpose and influence.
The downside of the “Great Unboss”
However, while reducing middle management positions has the benefits of improving operational efficiency and reducing costs, Calvin points out that there are also drawbacks. He added that in the long term, this change could have negative consequences such as lower employee morale, limited development opportunities, and lower overall engagement.
“Middle managers serve as critical conduits between front-line employees and senior leadership, providing guidance, support, and advocacy,” Calvin points out. “Without these intermediary roles, employees may feel disconnected from decision-makers, have lower job satisfaction, and feel uncertain about their career paths. Moreover, the removal of middle management can reduce opportunities for professional development, as managers are often responsible for coaching, training, mentoring, and facilitating skill-building activities. , hierarchical power relationships may be unintentionally exacerbated as employees may perceive they lack the means to voice concerns or influence organizational decisions. ”
When a company eliminates a middle management role or intentionally decides not to fill a vacancy left by a departing manager, proactive steps must be taken by business leaders to support affected employees. Calvin emphasizes the importance of taking steps. “One effective approach is to establish channels of transparent communication and provide a platform where employees can voice concerns and seek guidance,” he suggested. Masu. “Also, mentorship programs and peer support networks can provide valuable support and foster a sense of community among co-workers. Continued investment in training and development helps employees do their jobs effectively. By fostering a collaborative culture and ensuring access to resources, organizations can ensure that support is available even in the absence of traditional management structures. We can reassure our employees that it is possible.”
A final word on long-term effects
Experts agree that there are obstacles to overcome in the short term, but believe that “getting rid of the bosses” will pay off in the long term. Burt agrees that finite and bossless leaders must embrace a great deal of vulnerability, self-aware coaching, and change. But eventually, “something amazing will start to happen,” Gallup reported on Burt's prediction. “And it's beautiful to look at.”
“To navigate this evolving landscape, organizations must strive to find the best structure that fits their unique needs and values,” concludes Calvin. “While ‘taking the boss off’ may improve efficiency in the short term, organizations need to carefully consider the long-term impact on employee engagement and organizational culture.”