The Great Management Reset: Why “Unbossing” isn’t about removing managers, but redefining the role

“Unbossing” has been growing in popularity as a method to streamline organizations by flattening them. Contrary to its name, it’s not about getting rid of management, but about addressing a long-standing systemic issue.

Organizational structures have historically emphasized management as the primary path for career progression, leading to a lack of clarity on how non-managerial roles can evolve and be recognized. This has resulted in numerous middle managers who excel in technical fields but struggle with leadership responsibilities. To remedy this, organizations are now focusing on creating parallel career tracks and achieving pay parity.

Rather than eliminating managers altogether, the solution lies in establishing equal opportunities for individual contributors and managers, redefining the role of management, and developing better managers through specific competencies and leadership frameworks. This shift towards creating sustainable and people-centric workplaces is essential for organizations to thrive in the future.

To implement these changes successfully, organizations need to align their frameworks, develop manager-specific competencies, provide training and support, and ensure transparency and alignment in career progression. By valuing technical expertise as much as management skills, offering transparent career paths, and hiring managers who are truly passionate about leading, companies can adapt to evolving market demands and foster growth for both employees and the business.