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To better define what makes a good manager they came up with a list of 8 qualities based on the data received. However, instead they proved that good management actually makes a difference. Data was collected using past performance appraisals, employee surveys, interviews and other sources of employee feedback. To prove this point they hired a group of statisticians to evaluate the differences between the highest and lowest rated managers.
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In an environment where the conventional is always challenged, Google’s People Innovation Lab started Project Oxygen trying to prove that manager quality does not have an impact on performance. Project Oxygen came about in 2008 as a means to address the management crisis. Google itself experimented with a flat structure in 2002 but had to revert back a few months later.
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Avant garde shoe company Zappos has become well known for being the first large company to introduce holacracy, an organizational structure that focuses less on traditional management roles and more on autonomy. Leading gaming company Valve took it so far as to abolish the management level entirely, instead relying on a completely flat organizational structure. This is evident in today’s millennial led organizations that favor open work spaces where CEOs, managers and employees work alongside each other. This means they want managers who are easily approachable and willing to take their opinions into account. A survey by Virtuali found that 83% of millennials want fewer layers of management. However, it’s not just engineer driven companies that are experiencing this transition.