HR’s guide to “unbossing” (or not) in the workplace

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.

Goal setting and alignment: Setting clear, measurable goals that align with the organization’s strategic objectives is more important than ever in flat structures. Employees should have visibility into all company goals — and the ability to track their progress to see how their work contributes to overall business and team goals. This ensures clarity and direction without the need for middle managers.

Encourage self-management: Provide tools that empower employees to take ownership of their performance. This includes setting performance, developmental, and personal goals, tracking progress, and requesting feedback, which foster a sense of autonomy and accountability.

Regular check-ins and 1:1s: Even in the absence of middle managers, companies should support regular check-ins between employees and senior leaders. These structured interactions ensure ongoing communication, mentoring, coaching, and employee development.

Career development plans: Development plans tailored to individual employee needs and aspirations are vastly important without direct oversight from managers. This will help employees take ownership of their professional growth. An added bonus is having a platform that tracks skill development, ensuring employees have access to the resources they need to advance their careers.

Collaboration and teamwork: Performance management tools that foster a collaborative environment for self-managed teams are a huge win. By supporting the formation and management of cross-functional teams, HR leaders can enable effective collaboration across different areas of the organization.

Supporting traditional hierarchies

While the trend toward “unbossing” is gaining momentum, many organizations still see middle managers as essential for their ability to translate the organization’s strategic business goals for their teams, and support, guide, and motivate employees. Managers can save organizations money if they are equipped with the right tools to be effective; tools that ultimately lighten the heavy load they already carry. If managers are still a key piece to how your organization operates, here are some ways HR leaders can better enable them.

Shift from managing to coaching: Emphasize a coaching culture, which prioritizes employee development and empowerment over traditional management. HR leaders can equip managers with guidelines for conducting effective one-on-one coaching sessions with their direct reports. These resources allow them to set clear development goals, provide constructive feedback, and support employees in achieving their full potential.

Upskill and train existing managers: Focus on enhancing the skills of current managers to improve their efficiency and effectiveness. Training programs can help managers adopt more strategic and supportive roles that require well-developed soft skills. HR can facilitate training resources and ongoing learning, ranging from leadership workshops to courses on effective communication and team management, to help them make informed decisions and lead effectively.

Lean on automation: Performance management processes, most notably performance reviews, shouldn’t be a time suck for managers or something they dread. AI-powered tools can automate routine performance management tasks such as scheduling reviews, compiling feedback, and tracking goal progress. This reduces the administrative burden on managers, freeing up their time to engage more meaningfully with their teams.

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Adapting performance management for success

Navigating the move toward “unbossing” or sticking with traditional hierarchies involving middle managers demands a thoughtful approach to how performance is managed. HR leaders play a crucial role in enabling their people to excel in both scenarios. In flatter structures, focusing on ongoing feedback, aligning goals, and empowering employees enhances engagement and clarity.

And in more traditional setups, coaching methods and training programs with the help of performance enablement technology help managers perform more effectively. By adjusting how performance is managed to fit their organization’s changing needs, HR leaders can maintain high productivity, engagement, and success across different workplace environments.

Jamie Aitken, Betterworks VP of HR Transformation