Are self-managed teams the future of our workplace? The role of the manager, and especially the middle management, is under fire. Three organizations show how providing space for self-management lead to a power distribution. The concept of empowering employees and trusting them to decide when and how they will work, without any middle management required to check on them, makes its way in our way of working. The classic business as we know it: with many managers, syrupy decision-making, protocols and overhead; does not seem to work anymore. Many companies are struggling with high absenteeism. Employees are unmotivated and that is at the expense of productivity. But there are other possibilities.
Our economy shifted to a knowledge economy and our work does not necessarily have to be done between 9 and 5. New forms of organization and management fit in with this. But how do you do that and what does it deliver?