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That makes sense as to the cause. But surely not all managers fall victim to this. At least I hope the horrible managers get quickly identified and corrected/di

• Nevermark 13y ago
  Without an automatic way of removing manager responsibility, it is very difficult to demote/fire good people who have simply hit a wall. Especially as other managers (both lower and higher up) have a strong interest in making the demote/fire process as difficult as possible. One way would be for teams to vote (or better yet form a consensus) on their next manager for each new project (or project step). So anyone voted up as manager always knows the job is temporary, unlikely to be 100% of the time even if they are a good manager. It would push managers to be leaders (i.e. coordinating others to get the best from everyone), as apposed to directors (telling everyone what to do). It would also push everyone to continually think about management of their project from a manager's perspective. That's my idea, but it would take a lot of experience to know whether it would work, or how to make it scale or sync with other types of management for higher levels of management. Maybe after someone has had a string of management successes at a project level they could be voted up for multi-team management, etc. And new management hires, would have to be vulnerable to being not voted in as managers the next time around, which would put a lot of pressure on them. TLDR: Management should be a flexible role based on each project's needs like any other team role.