Whether an organization is embracing flatter structures by way of "unbossing" — due to economic uncertainty and the pressure to cut costs — or maintaining a traditional hierarchy with middle managers, enhancing performance management processes can play a vital role in navigating these new complexities of modern work environments. In doing so, HR and business leaders are set up for success in keeping their teams engaged, productive, and aligned with company goals.

Making the most of flatter structures

Managers are the linchpins of organizations for many reasons, but companies may find themselves in a situation where they have no other choice than to "unboss" the workplace. The end goal in this scenario is to streamline decision-making processes and foster greater employee autonomy — making the role of performance management indispensable. Because managers often provide essential feedback, guidance, and motivation to frontline employees, there will likely be gaps in day-to-day support. Here are some ways HR leaders can counter these potential pitfalls of eliminating middle managers.

Real-time feedback and recognition: Continuous feedback and recognition allow employees to receive timely and constructive input from peers and senior leaders. This helps compensate for the absence of middle managers who traditionally provide regular feedback, not to mention the impact it has in establishing a culture of collaboration and appreciation across all levels of an organization.