There’s a quiet trend spreading through workplaces across America, with a growing number of professionals questioning the necessity of traditional management structures. This phenomenon, known as “unbossing,” was the focus of a recent Software Finder survey of more than 1,000 American professionals across industries and generations. The study aimed to uncover what’s driving the shift.
What is unbossing?
A common misconception about the unbossing is that it’s about eliminating leadership. In reality, it’s about redefining what makes leadership effective and empowering employees at all levels of an organization. The goal is to move away from traditional hierarchical structure toward flatter, more collaborative environments.
It’s still a relatively new concept: 75% of survey respondents said they hadn’t heard of the term, and only 8% knew what unbossing meant.
The growing appeal of unbossing
After being introduced to the concept, 57% of respondents said they support the unbossing movement. Support varied by age and industry.
Gen Z was the most enthusiastic, with 61% in favor, followed by millennials at 58% and Gen X at 54%. Surprisingly, slightly more than half (51%) of baby boomers also supported the movement.
Only 19% of respondents believed that traditional leadership structures are necessary, with nearly half (45%) feeling their companies could function effectively without traditional managers.
The results also revealed differences:
- Marketing and creative: 65% support unbossing, with 63% believing their industry could operate without traditional managers.
- Government: 62% support unbossing, but only 40% think their industry could function effectively without traditional managers.
- Healthcare: 61% support unbossing, though just 36% believe their field could operate without traditional managers.
- Manufacturing and trade: The most skeptical, with only 28% believing they could eliminate traditional leadership.
The benefits and drawbacks of unbossing
Overall, 65% of Americans said that the idea of working without a traditional manager or boss was appealing.
When asked about perceived benefits:
- 63% said it would reduce micromanagement.
- 57% said it would grant more autonomy.
- 51% believe that it would lower their stress.
The top concerns include:
- Potential for chaos or disorganization (64%).
- Lack of direction (57%).
- Gaps in accountability (44%).
While most respondents found unbossing appealing, it wasn’t necessarily a dealbreaker. A majority (43%) said that they wouldn’t leave a company that resisted adopting a new leadership model. However, 28% said that they would consider leaving, with Gen Z making up the largest share of that group (35%).
How to implement unbossing in a small business
The unbossing trend highlights a growing demand for autonomy, collaboration, and flexibility in the workplace. It’s not about eliminating leadership—it’s about reshaping it so leaders act as supporters, coaches, and developers of talent, rather than strict overseers.
Here are four key principles to unboss an organization and build a culture of trust and empowerment:
- Become a coach: Shift from simply managing tasks to guiding employees’ growth, decision-making, and problem-solving.
- Focus on collaboration: Prioritize teamwork to achieve collective success.
- Empower employees to take ownership: Build trust by allowing staff to work independently, without micromanagement.
- Encourage open communication: Maintain transparency and an open-door policy to strengthen trust throughout the organization.
