I spent Sunday morning catching up on reading after a very busy 10-week travel schedule, and something caught my attention—a worrying trend. Many respected business publications are highlighting a surprising return to traditional, even outdated, management practices. So, are we really moving backwards?
Recent articles certainly suggest this:
- “Are ‘Rank and Yank’ Performance Reviews Making a Comeback?” (Korn Ferry, May 2025) highlights Silicon Valley’s unexpected return to forced ranking systems, similar to the Jack Welch era at GE. Tech firms argue new analytics and AI make these reviews more “objective,” but critics warn this practice damages trust and creates a toxic workplace.
- “Is There Still Value in the Role of Managers?” (Deloitte Insights, March 2025) notes a significant drop in middle-manager roles, predicting 20% of organizations will remove half these roles by 2026, driven by AI and economic pressures. Yet Deloitte emphasizes managerial skills like coaching and judgment should evolve—not disappear.
- “Bullying Is Back: How Hard-Line Leadership Is Crushing Morale” (Forbes, March 2025) strongly criticizes the revival of strict, authoritarian leadership. Chris Westfall warns fear-based management might yield short-term results but ultimately hurts innovation and employee engagement.
- “Amid 2024 Mass Office Returns, Conflict Spikes And Productivity Drops” (Forbes, August 2024) discusses how rigid, top-down return-to-office mandates have unintentionally increased workplace conflict and decreased productivity as employees struggle to adapt to strict policies.
However, there are voices urging caution:
- “Performance Management That Puts People First” (McKinsey & Co., May 2024) strongly advocates for human-centric approaches, showing they lead to higher revenue growth and lower attrition. Data clearly supports continuous feedback and employee development over harsh, outdated methods.
- “Business Leaders Must Prioritize Employee Well-Being” (Fast Company, June 2025) highlights the dangers of focusing too narrowly on efficiency at the expense of employee wellness. Gallup’s report that only 21% feel their organization genuinely cares is a significant warning.
Common Themes and Drivers Behind This Shift:
- Economic Pressures: Rising inflation and economic uncertainty are pushing companies toward immediate cost-cutting and efficiency over long-term employee satisfaction.
- Technology and AI: Advanced analytics and AI tools may legitimize a “manage by numbers” approach, potentially overlooking empathy and human judgment.
- Return-to-Office Policies: The push back to physical offices signals a broader move towards stricter employer control and hierarchical management.
- Changing Workforce Dynamics: Layoffs and reduced job market power have encouraged some employers to revert to tougher, less empathetic management practices.
- Cultural Backlash: There’s subtle pushback against what some see as the excesses of recent employee-centric approaches, favoring stricter, performance-driven environments.
Yet, perhaps there’s another reason behind this shift. Are managers preparing strategically for a future where the workforce increasingly comprises AI rather than human employees? Could organizations be reshaping workplaces to prioritize efficiency over empathy because the human element itself might soon become less central?
Over the next several articles, I’ll explore these trends in greater detail, unpack their implications, and discuss how leaders can navigate these changes without losing sight of the essential human element vital for long-term success.
Stay tuned—and stay thoughtful.
