Under New Management

Under New Management explores innovative leadership strategies that challenge outdated business practices, offering research-backed alternatives tested by real organizations. David Burkus highlights radical ideas like eliminating email, ditching performance reviews, and offering employees “quit bonuses” – all proven to boost productivity and adaptability in modern workplaces.

This book is ideal for business leaders, HR professionals, and managers seeking evidence-based methods to modernize workflows. Entrepreneurs and change-makers will also benefit from its actionable insights on fostering creativity, reducing turnover, and restructuring legacy systems.

Yes – Burkus combines academic rigor with real-world case studies, providing a practical roadmap for organizations transitioning to flexible, human-centric management. It’s particularly valuable for companies struggling with remote work dynamics or generational shifts in workforce expectations.

Key concepts include:

• “Pay-to-Quit” programs (like Amazon’s offer to pay employees to leave) to retain truly committed teams
• Transparent salaries to reduce pay inequity and boost trust
• Abolishing non-compete clauses to encourage innovation
• Fluid organizational structures replacing rigid hierarchies

Burkus argues open-floor plans and mandatory meetings often hinder productivity. He advocates for hybrid models prioritizing deep work, citing companies that saw performance gains after reintroducing private spaces and asynchronous communication.

The book popularizes the “Self-Management” framework, where teams set their own goals and salaries. Burkus also champions “Reverse Mentoring” (junior employees training executives on tech/Diversity, Equity, and Inclusion practices) and “Idea Sharing” between competitors to accelerate industry-wide progress.

Burkus recommends outcome-based performance metrics over micromanagement, using tools like weekly self-reports instead of surveillance software. He highlights firms that improved retention by letting remote employees design their own schedules.

Some HR experts note the strategies work best for tech-savvy or creative industries, lacking guidance for manufacturing/retail sectors. Others caution that radical transparency (e.g., public salaries) requires cultural groundwork to avoid employee backlash.

Unlike theoretical works like The Innovator’s Dilemma, Burkus focuses exclusively on field-tested strategies. It complements Atomic Habits by providing organizational-level tactics for implementing individual behavioral changes.

Yes – case studies show companies using its “stay interviews” (proactive check-ins about job satisfaction) reduced turnover by 25-40%. The “no vacation policy” approach (unlimited PTO with accountability metrics) also decreased burnout rates.

Burkus anticipated the rise of AI-augmented leadership (managers focusing on emotional intelligence while algorithms handle logistics) and “gig mindset” employees who prefer project-based contracts over traditional roles – trends accelerating in today’s labor market.

Start with low-risk experiments:

1. Replace annual reviews with quarterly “growth talks”
2. Pilot a 4-day workweek in one department
3. Create an internal idea-sharing platform to crowdsource innovations

Track metrics like meeting frequency and employee net promoter scores to gauge impact.