The Managers Are Gone. The Work Isn't.

6 days ago

2 min read

Uber is cutting about 3,300 jobs while flattening management layers. Intel has made significant workforce reductions that included managers. Volkswagen recently announced additional job cuts that include management positions.

One question deserves just as much attention:

Who does the people work when there are fewer managers?

You can eliminate a management position.

You can't eliminate the need for management.

Coaching, performance management, conflict resolution and change communication still have to happen. When management layers disappear, much of that work lands on the leaders who remain.

More People. More Complexity.

Giving managers larger teams without reconsidering their responsibilities can create a different set of problems.

Organizations can help by focusing on three things:

1. Reset priorities.

Managers can't simply absorb more employees while everything else remains the same. Decide what matters most, what can be delegated and what no longer needs to be done.

2. Build people skills.

More direct reports mean more personalities, communication needs and potential conflict. Managers need practical tools for difficult conversations, performance issues and leading through change.

3. Support the managers.

Managers are navigating the restructuring too. Some are taking on additional responsibilities while leading employees who may be anxious about what happens next. Check on their capacity instead of assuming they'll simply adjust.