CEOs say they're slashing away at managers in the name of efficiency. Zuckerberg offered a telling explanation for his decision: He doesn't want to have", managing managers, managing managers, managing the people who are doing the work." His rhetoric, in fact, is part of a decades-long movement to reduce the number of middlemen in corporate America's sprawling bureaucracy. Save on overhead. Break down silos. Cut the red tape.
Large companies tend to be more hierarchical because they need to establish a clear chain of command. But over the past few decades, big businesses have sought to become flatter — and some, like Zappos, tried doing away with hierarchies altogether.found the number of managers layered between CEOs and their division heads decreased by more than 25% from 1986 to 1998. The average number of people reporting directly to the CEO, meanwhile, nearly doubled. The Great Flattening was underway.
So the researchers drilled down further. What they found surprised them: Direct supervisors were responsible for 76% of the variation in team engagement, while executives accounted for only 11%."Your immediate manager has a much bigger impact on your engagement than senior leadership," Harter says."It was shocking how much variance there was across these manager-led teams, and how much managers influenced the engagement of an organization.
."Rather, it is the role of individual managers to integrate and coordinate the innovative work of others." It's a message worth heeding — especially in Silicon Valley, where genius coders are treated like gods. Studies have shown that a top programmer can produce as much work as 20 average ones — a statistic that's often used to justify paying astronomical salaries to attract the best engineers.
Lol, pretty sure coal miners have it a bit rougher than a bullshit job.
How hard was this?
Always was
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