6 Questions To Ask Before ‘Unbossing’ Your Organization In 2025

Unbossing is a leadership methodology that slashes middle management in favor of leaner, more autonomous teams.

Proponents argue that reducing unnecessary layers of oversight can improve productivity and communication between decision-makers and frontline employees.

For others, “unbossing” is simply a matter of economics. In the current state of uncertainty, companies are looking for ways to free up capital.

In this article, Shannon Grabiel, Vice President of Leadership Solutions at TBM Consulting, talks about how companies can instead focus on “right bossing” or putting people in the right places with the right support. This can help build trust, agility, confidence and productivity within teams.

Here are six things companies need to consider before they jump on the unbossing bandwagon:

Is unbossing right for your organization?
How would unbossing impact new employees?
Would employees still receive adequate support?
How would unbossing affect the managers who are left?
Does your leadership trust the team and each other?
Can you rely on technology?

Instead of reducing the number of visible leaders, focus on putting the right people in the right places. This kind of strategic measure is much more effective for motivating and empowering a team to be more autonomous, innovative and productive.

Frequently Asked Questions

What does “unbossing” mean in an organizational context?

Unbossing refers to reducing traditional hierarchical management structures in favor of greater employee autonomy and self‑direction. The article explains that unbossing is intended to empower employees by removing layers of approval and encouraging faster decision‑making. However, it is not simply eliminating managers—it represents a fundamental shift in how work is coordinated and accountability is maintained.

Why can unbossing create risk if applied incorrectly?

The article highlights that unbossing can create significant risk when organizations remove structure before building the discipline required to operate without it. Without clear priorities, strong management systems, and defined decision rights, unbossing can lead to confusion, slower execution, and inconsistent results. In these cases, the absence of leadership does not empower teams—it leaves them unsupported.

How can leaders determine whether unbossing is the right approach for their organization?

Leaders can determine whether unbossing is appropriate by assessing execution maturity and leadership capability across the organization. The article emphasizes that companies with strong management systems, clear accountability, and disciplined execution may benefit from greater autonomy. In contrast, organizations still struggling with alignment and performance should focus on strengthening leadership and management fundamentals before reducing structure.

Meet the Expert

Shannon Gabriel

Vice President, Leadership Solutions PracticeEmail Shannon

Shannon Gabriel is Vice President of TBM’s Leadership Solutions practice where she leads the organization’s comprehensive approach to labor strategy, change management and leadership development that impact top-line growth and improve organizational culture.