Under New Management by David Burkus

Last updated: Jul 29, 2023

Summary of Under New Management by David Burkus

Under New Management by David Burkus is a book that challenges traditional management practices and offers innovative ideas for improving workplace productivity and employee engagement. Burkus argues that many of the commonly accepted management practices are outdated and ineffective in today's rapidly changing business environment.

The book is divided into three sections, each focusing on a different aspect of management. In the first section, Burkus explores the concept of transparency and how it can be used to build trust and improve communication within organizations. He presents case studies of companies that have successfully implemented transparent practices, such as open salary policies and sharing financial information with employees. Burkus argues that transparency leads to increased employee engagement and ultimately improves overall organizational performance.

The second section of the book examines the role of autonomy in the workplace. Burkus challenges the traditional top-down management approach and suggests that giving employees more freedom and control over their work can lead to higher levels of motivation and creativity. He presents examples of companies that have successfully implemented autonomy, such as Valve Corporation, where employees have the freedom to choose their own projects and work schedules. Burkus also discusses the importance of setting clear goals and providing feedback to ensure that autonomy is effectively managed.

In the final section, Burkus explores the concept of meritocracy and how it can be used to create a more fair and inclusive workplace. He argues that traditional performance evaluation systems are often biased and can lead to inequality within organizations. Burkus suggests alternative approaches, such as peer feedback and anonymous evaluations, to ensure that promotions and rewards are based on merit rather than personal biases. He also discusses the importance of diversity and inclusion in creating a meritocratic culture.

Throughout the book, Burkus provides practical advice and actionable strategies for implementing the ideas presented. He also includes numerous case studies and examples to illustrate the benefits of the new management practices. Overall, Under New Management challenges traditional management practices and offers a fresh perspective on how to create a more productive and engaging workplace.

1. The Power of Transparency

One of the key takeaways from "Under New Management" is the power of transparency in organizations. Burkus argues that traditional hierarchical structures often lead to a lack of transparency, which can hinder innovation and collaboration. By embracing transparency, organizations can foster trust, improve communication, and empower employees.

Transparency can be achieved through practices such as open-book management, where financial information is shared with employees, or by creating a culture of open and honest communication. When employees have access to information and understand the bigger picture, they are more likely to feel engaged and motivated to contribute their best work. Transparency also helps to build trust between leaders and employees, as it demonstrates a commitment to honesty and fairness.

2. The Benefits of Remote Work

Burkus explores the benefits of remote work and challenges the traditional notion that employees need to be physically present in an office to be productive. He argues that remote work can lead to increased productivity, improved work-life balance, and reduced costs for organizations.

Remote work allows employees to have more control over their schedules and eliminates the time and stress associated with commuting. It also opens up opportunities for organizations to tap into a global talent pool and hire the best candidates, regardless of their location. However, Burkus also acknowledges that remote work is not suitable for all types of jobs and that organizations need to establish clear communication channels and performance metrics to ensure remote employees stay connected and accountable.

3. The Importance of Purpose

Burkus emphasizes the importance of purpose in driving employee engagement and organizational success. He argues that organizations need to go beyond profit and focus on a higher purpose that inspires and motivates employees.

When employees understand and connect with the purpose of their work, they are more likely to feel a sense of fulfillment and commitment. Purpose-driven organizations also attract and retain top talent who align with their values and mission. Burkus suggests that leaders should communicate the organization's purpose clearly and consistently, and create opportunities for employees to contribute to meaningful projects that align with that purpose.

4. The Power of Autonomy

Burkus explores the power of autonomy in driving employee motivation and creativity. He argues that giving employees more control over their work leads to higher levels of engagement and innovation.

Autonomy can be fostered by providing employees with the freedom to make decisions, encouraging them to take ownership of their work, and allowing them to experiment and learn from failure. Burkus suggests that leaders should focus on setting clear goals and expectations, rather than micromanaging, and provide support and resources to help employees succeed.

5. The Role of Feedback

Burkus highlights the importance of feedback in driving individual and organizational growth. He argues that regular feedback, both positive and constructive, helps employees improve their performance and fosters a culture of continuous learning.

Feedback should be timely, specific, and actionable. Burkus suggests that leaders should create a safe and supportive environment where employees feel comfortable giving and receiving feedback. He also emphasizes the importance of recognizing and celebrating achievements, as positive feedback can boost morale and motivation.

6. The Value of Diversity

Burkus explores the value of diversity in organizations and challenges the notion that homogeneity leads to better performance. He argues that diverse teams bring different perspectives, experiences, and skills, which can lead to more innovative and effective solutions.

Leaders should actively seek out diverse talent and create an inclusive environment where everyone feels valued and respected. Burkus suggests that organizations should implement diversity and inclusion initiatives, such as unconscious bias training and mentorship programs, to ensure equal opportunities for all employees.

7. The Importance of Play

Burkus highlights the importance of play in fostering creativity, collaboration, and employee well-being. He argues that incorporating play into the work environment can lead to increased productivity and job satisfaction.

Play can take various forms, such as team-building activities, gamification of tasks, or creating a playful office environment. Burkus suggests that leaders should encourage a culture of play by providing opportunities for employees to take breaks, have fun, and explore new ideas without fear of judgment.

8. The Need for Continuous Learning

Burkus emphasizes the importance of continuous learning in a rapidly changing world. He argues that organizations need to prioritize learning and development to stay competitive and adapt to new challenges.

Leaders should create a learning culture by providing opportunities for employees to acquire new skills, offering training and development programs, and encouraging knowledge sharing. Burkus suggests that organizations should embrace a growth mindset, where mistakes are seen as learning opportunities and curiosity is encouraged.