Under New Management: How Leading Organizations Are Upending Business as Usual

As a leader in a fast-paced tech firm, I found Burkus’s insights into modern organizational structures to be absolutely transformative. The chapter on 'Hiring as a Team' completely shifted our perspective on recruitment, moving the power away from a single gatekeeper to the people who actually do the work. The book is well-researched and avoids the typical fluff found in leadership manuals. I loved the focus on employee engagement and the radical idea of putting customers second to ensure your staff is actually happy enough to provide great service. Every chapter starts with a compelling real-world example, then backs it up with data. It’s an essential roadmap for moving your company into the 21st century. Highly recommended for anyone tired of the same old HR platitudes.

Finally got around to reading this, and it’s easily one of the most well-researched management books I’ve encountered recently. Burkus doesn't just give you 'hacks'; he explains the 'why' through the lens of the scientific study of the brain. The way he explores trust and neuroeconomics in relation to vacation policies was fascinating. It’s not just about being 'nice' to employees; it’s about understanding how humans actually make decisions and perform at their peak. I've already started implementing the 'Write the Org Chart in Pencil' philosophy in my department to encourage more fluid collaboration. The writing style is engaging and the structure makes it easy to jump to the chapters that are most relevant to your specific challenges. This is a must-have for any modern leader's bookshelf.

Honestly, if you are looking to revitalize a stagnant company culture, start right here. David Burkus has written a manifesto for the modern workplace that is both articulate and clear-headed. He reminds us that employees are the most important stakeholders and that nurturing them is the only real path to sustainable success. I loved the specific examples of companies like Zappos and SumAll. The book is a call to revolution for those who envision a more effective and humane workplace. It’s not just about business value; it’s about doing the right thing for the people who make your business possible. The prose is excellent and the research is solid. I’ll be buying copies for my entire executive team this week. See you on the barricades!

Ever wonder why we still treat office workers like factory hands from the 1920s? David Burkus tackles this head-on by dismantling the ghost of Frederick Taylor and his 'scientific management' that still haunts our cubicles. The book is remarkably easy to digest, moving quickly through thirteen radical shifts like 'Pay People to Quit' and 'Write the Org Chart in Pencil.' I particularly appreciated how he balanced corporate anecdotes from giants like Netflix with actual social science research. While some ideas feel more like common sense than 'new' management, the section on ditching performance appraisals is gold. It’s a refreshing take for anyone in a knowledge-based industry who feels stifled by legacy processes. The writing is punchy and persuasive. It definitely makes you question the status quo of the 9-to-5 grind.

Picked this up on a whim, and the chapter on salary transparency really hit home. David Burkus has a gift for making complex organizational psychology feel accessible to the average reader. He argues that the tools of 'Taylorism' simply don't function in a world where creativity and collaboration are the primary drivers of value. I found the discussion on banning noncompete agreements especially timely and well-argued. My only minor gripe is that the book leans a bit too heavily on 'best-case scenario' anecdotes. I would have loved to see more post-mortem analysis of companies that tried these ideas and reverted to old ways. Still, it’s a great read that prioritizes employee welfare and satisfaction over outdated metrics. It's definitely worth your time if you want to humanize your workplace.

The chapter on closing open offices should be mandatory reading for every architect and CEO in the country! Burkus nails the frustration of the modern knowledge worker. He manages to turn long-standing business 'best practices' on their head with surprising ease. I especially liked the concept of 'Celebrating Departures.' Why do we treat people like traitors when they move on to new opportunities? It makes so much more sense to build a bridge rather than burn it. The book is a quick read, but the ideas stick with you long after you close the cover. It’s a visionary look at a more humane and effective way to work. If you're tired of the 'scientific management' approach that treats people like cogs, this is for you.

I've been in management for fifteen years, and Burkus effectively articulated why my gut feeling about annual reviews was right all along. They are often a waste of time that produces more anxiety than actual improvement. This book provides the ammunition needed to push for real change in the corporate world. From 'Lose the Standard Vacation Policy' to 'Make Salaries Transparent,' the author makes a compelling case for a total overhaul of the HR manual. To be fair, some of the implementation details are a bit thin, and your mileage will definitely vary depending on your industry. However, the core message—that we need to move past the industrial era—is spot on. It’s an easy, five-star analysis wrapped in a four-star practical guide.

This book presents some intriguing concepts, but I struggled with how many of these 'radical' ideas are actually just standard practice in 2024. If you’ve been keeping up with business trends over the last decade, hearing about Zappos' quitting bonus or Netflix's unlimited vacation won't feel like a revelation. The truth is, the book is a great primer for traditional managers who are stuck in the industrial age. However, for those of us already working in agile environments, it’s mostly a confirmation of things we already know. I did enjoy the section on 'Closing Open Offices,' as it’s a necessary pushback against a trend that killed productivity. It's a solid, quick read, but don't expect a total paradigm shift if you're already well-read in this genre.

Look, the case studies involving companies like Netflix and Virgin are great, but the author doesn't spend enough time on the instances where these policies backfired. For example, he discusses transparent salaries, but I kept thinking about the mixed results other companies have had with that specific policy. Remember when Reddit tried a no-negotiation policy? It was panned by the media and led to significant friction. Burkus emphasizes flexibility, which I appreciate, but the book can feel a bit one-sided. In my experience, 'Fire the Managers' sounds great on paper but often leads to a chaotic lack of accountability in practice. It’s an interesting collection of ideas that should be taken with a grain of salt. Good for brainstorming, but proceed with caution before implementation.

Frankly, this felt like a collection of high-concept blog posts that ignore the harsh realities of global competition. While the prose is smooth, many of these 'radical' ideas seem tailored exclusively for well-funded Silicon Valley startups or companies operating in comfortable monopolies. Burkus suggests we 'Outlaw Email' or 'Take Sabbaticals,' but how does that scale in a low-margin manufacturing environment? If we all start drinking lemonade on a beach, a factory in a developing nation will simply outproduce us at half the cost. To be fair, the research into neuroeconomics was interesting, but the book often feels like it's recommending the exact opposite of current trends just to be contrarian. It’s an unstable 'antimatter' approach to business. Not enough attention is paid to where these experiments failed miserably.