Managers exist because this model of organizing humans to do work dates back a few centuries, at least. We don't know any better and in any organization large e

Managers exist because this model of organizing humans to do work dates back a few centuries, at least. We don't know any better and in any organization large enough you'll run across people that if they aren't told what to do, they won't do anything or will do minimal. As an EM, I'm not a decider on any compensation element other than "maybe a little more for this person, please" which typically translates into someone at a higher pay grade taking it from someone else, which sucks. As an EM, I can't outright fire anyone, there is an entire process with Directors and HR and Chief Whatever Title types for that to happen, as it should be - those shouldn't be rash/quick decisions unless its something egregious/obvious. As an EM you are typically powerless and caught in the middle between those pleading/demanding to get more done (upper mgmt) and your team telling you the reality of how complicated and lengthy it is do to the work. The team is usually always right and upper management is too busy having meetings about meetings. As an EM the pay level isn't drastically higher than a lead or whatever magical titles HR uses. As an EM I don't pick up any fun or critical lane work because I'm stuck in meetings all the time. I do cleanup and shit work any dev could do but also that is boring and usually nobody wants to do it. Why does anyone choose this? I ask myself this more often than not and when that frequency increases then it might be time to move back to an individual contributor role, again.