Want to see the back of your managers? Maybe consider calling the shots — permanent four-day workweeks, long lunch breaks, no Big Brother watching over your shoulder, and logging off by 5 p.m., all while crushing your workload? Too good to be true?
You might be looking to be “unbossed” — the workplace trend of not having a boss or middle manager.
“Not having a boss may be preferable to having a toxic one,” said Joe Galvin, chief research officer at Vistage, a CEO coaching and peer advisory organization. “People don’t quit jobs — they quit bosses.”
According to 2023 data by Live Data Technologies for Bloomberg, middle manager layoffs have increased to more than 30% from pre-pandemic times. As companies cut back on costs and reduce headcount, workers mind the gap — the space between yourself and upper management — themselves.
Already proclaiming “Sweet freedom”? Remember that you still have responsibilities and need accountability. Plus, if you’re more junior, you may need more coaching and development than seasoned colleagues.
“If no one is watching you, it can be amazing for the first weeks until you need help and find that the corner office person is not available and stressed out,” said Lynn Taylor, career coach and author of “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job” (Wiley).
Although middle managers usually get a bad rap for having too many cooks in the kitchen with too many layers of bureaucracy, their absence can be palpable and the void should be filled.
“We need to get direction on expectations from somewhere — typically that was from the middle manager who stood as the translator between senior leadership and front lines,” said Jim Frawley in Scarsdale, executive coach and founder and CEO of Bellwether Method, an executive development firm. “Just because middle management is eliminated doesn’t mean people don’t report to anyone. There are still ‘bosses.’”
Sarah Johnson, senior director of public relations for National Business Capital, a Hauppauge, LI-based fintech lending platform for business owners, now checks in regularly with the CEO ever since her former direct boss, the chief marketing officer, left in January.
Johnson, a former New Yorker in her early 50s, now living in Nashville, said, “I’ve been navigating the remote waters for several years, so his departure didn’t rock my boat too much.”
However, Johnson misses the connection and camaraderie with her former boss.
“It’s comforting to have someone to check in with, even just to bounce ideas off, provide feedback or simply message, ‘Hey, how’s your day?’ Having a supportive boss can make all the difference, providing a sense of direction and encouragement even the most independent of us need from time to time.”
Admitting sometimes it gets a little lonely, she messages colleagues daily to connect. On the flip side, perks include no longer attending hourlong marketing team meetings and weekly one-on-ones. Johnson said, “Reclaiming those 30 minutes gives me more time to dive into my work without distraction.”
This white space may also create opportunities to shine and connect with teammates.
“Information can flow more openly,” said Jeff Wetzler, co-CEO of Transcend, a nonprofit that helps school systems innovate, and author of “Ask: Tap Into the Hidden Wisdom of People Around You for Unexpected Breakthroughs In Leadership and Life” (Hachette Go). “It might give you more freedom to spread your wings, prove your capabilities and innovate.”
Wetzler recommends turning to peers, customers, clients, contractors and partner organizations for input when you have questions, while Taylor recommends trying to find a mentor: “Someone in the company that you can check in with weekly meetings, 10 to 20 minutes, high level. Whatever your prior boss was like, imagine that on steroids with busy-ness.”
Being bossless can negatively impact workers through low morale, productivity and ultimately turnover. Jasmine, 44 (last name withheld), is actively looking for a new job. The Brooklyn higher education consultant’s boss left last year, and while she doesn’t miss being micromanaged, she dislikes the “lack of support, no promotion and no increase in pay.”
Jasmine recently met with management, who believed she should just be happy to have a job. “They’re focused on putting out fires — some of which they create so they can look like they are solving problems.”
While she reached out to her former manager’s boss, communication should be a two-way street. “It’s essential for leaders to proactively ensure that affected staff members receive adequate support and guidance,” Galvin said.
Jenny von Podewils, co-CEO of HR platform Leapsome, said, “The biggest challenge is finding that sweet spot of enough managers to enable the strategy and teams while not too many hinder the flow of information, fast decisions and learning.”
Taylor cautioned: “A good boss can be great for you. A bad boss can ruin more than just your day [but] what is otherwise a dream job.”
