Why revert to turning individual contributors into people managers when we previously shifted away from that model? Empower teams to self-organize and make decisions.
Use async communication (e.g., shared docs, updates on platforms like Teams) for non-urgent matters.Set clear guidelines for when meetings are truly needed, cutting down on redundant syncs. This keeps workflows lean and respects contributors' strengths while reducing managerial overhead.
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Nothing is changed. The reorg structure which was designed by consulting firm is in Citi directory only with less managers. But reality is, your real boss is IC, former manager demoted. Three or four teams are still working on same subject and repeat same process. Citi back office managers are stubborn with big egos
If you work here, you’ll know the current structure is ineffective and has eliminated many managers.