- Hardcover: 256 pages
- Publisher: Houghton Mifflin Harcourt; 1 edition (March 15, 2016)
- Language: English
- ISBN-10: 0544630971
- ISBN-13: 978-0544630970
- Product Dimensions: 5.5 x 0.9 x 8.2 inches
- Shipping Weight: 13.4 ounces (View shipping rates and policies)
- Average Customer Review: 102 customer reviews
- Amazon Best Sellers Rank: #178,221 in Books (See Top 100 in Books)
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Under New Management: How Leading Organizations Are Upending Business as Usual Hardcover – March 15, 2016
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- Daniel H. Pink, bestselling author of DRIVE and TO SELL IS HUMAN
"I can't stop raving about Under New Management to friends and colleagues. If you are going to read one book on being a better manager in the next year, start here. David Burkus has assembled the most practical research and provocative ideas into an incredibly quick read.” - Tom Rath, bestselling author of STRENGTHS FINDER 2.0
"In Under New Management, Burkus hauls 20th-century management ideas to the scrap heap while revealing counterintuitive practices that will drive organizational performance in the back half of the 21st century. And like any good manager, he under-promises, and over-delivers. Under New Management is a lively, provocative, must read."
–Whitney Johnson, Thinkers50, World's Most Influential Management Thinkers, author of DISRUPT YOURSELF: PUTTING THE POWER OF DISRUPTIVE INNOVATION TO WORK.
“David Burkus challenges established management principles and reveals the counterintuitive practices that really drive organizational performance. Under New Management makes a provocative case that you should put customers second, close open offices, and ditch performance appraisals.”
-Adam Grant, Wharton professor and New York Times bestselling author of GIVE AND TAKE and ORIGINALS
Under New Management dares us to rethink some of our most closely held assumptions about management – should we fire managers? Pay people to quit? Celebrate departures? Burkus masterfully questions so-called "best practices” and illustrates how today’s leading companies are unleashing human talent. If you want to stay ahead in the new game of work, read this book!
-Liz Wiseman, bestselling author of MULTIPLIERS and ROOKIE SMARTS
On Seinfeld, perpetual screw-up George Constanza eventually realized that since every impulse he had turned out to be wrong, if he simply did the opposite he would succeed. In David Burkus' brilliant follow-up to the Myths of Creativity, he proves (with data!) just how well that same bit of logic applies to modern management. Get rid of your email, open offices, and performance reviews. Let people take vacation whenever they want, and pay them to quit. If what you’re doing isn’t working, Burkus will show you what does.
-Heidi Grant Halvorson, bestselling author of NO ONE UNDERSTANDS YOU AND WHAT TO DO ABOUT IT
From the Inside Flap
A provocative work that challenges the traditional and widely accepted principles of business management and proves that many of them are outdated, outmoded, or simply don t work anymore.
Should employees know each other s salaries?
Do open floor plans really work? Or is it all just about saving money?
Are there companies that truly put their employees welfare first . . . and their clients second?
Are annual performance reviews really necessary?
In Under New Management, Dr. David Burkus, a highly regarded and increasingly influential business school professor, challenges many of the established principles of everyday business practices. Drawing upon the latest research in the field, Burkus has found that not only are many of our fundamental management practices wrong and misguided, but even worse, they can be downright counterproductive.
These days, the best companies are breaking the old and tired rules. For example, in some firms, e mail is now restricted to only certain hours, so that employees can work without distraction. Netflix no longer has a standard vacation policy of two to three weeks, but instructs employees to take time off when they feel they need it. And at Valve Software, there are no managers; the employees govern themselves.And this is just the beginning.
The revolutionary insights Burkus reveals herewill convince companies to leave behind decades old stale management approaches and to implement new ways that will thoroughly enhance employee productivity and morale.
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For instance, eliminating the annual employee review is an idea that should be implemented immediately. The "open office" concept is a train wreck. But what would you think about paying people to quit? Or outlawing email? Or making salaries transparent (YEOW!)? Burkus puts 13 ideas into the book that have made their way into parts of the corporate universe; you'll enjoy reading them because most are probably ideas you haven't considered.
Grab a copy; I highly recommend that you do. If nothing else, you need to know what's happening out there, but I suspect that you will enjoy the easy-reading style AND the information the book contains.
1. Outlaw Email
2. Put Customers Second
3. Lose the Standard Vacation Policy
4. Pay People to Quit
5. Make Salaries Transparent
6. Ban Noncompetes
7. Ditch Performance Appraisals
8. Hire as a Team
9. Write the Org Chart in Pencil
10. Close Open Offices
11. Take Sabbaticals
12. Fire the Managers
13. Celebrate Departures.
Some of these sound counterintuitive at first glance, but he makes the case, with examples of companies that have tried them, that they can actually work. Some of this is not new. For example, the idea of scrapping the standard vacation policy was explored in Why Work Sucks and How to Fix It: The Results-Only Revolution by Cali Ressler and Jody Thompson. They argued, as does David Burkus, that as long as the work is done accurately and on time, it shouldn't matter if you're at your desk for a certain time each day. There is some freshness to this book, though, from the use of real world examples. Some of them are modified from what he thinks. For example, the chapter on outlaw e-mail could be retitled outlaw internal e-mail. If a client is emailing you something important, you'd better be ready to take it. Space alone prohibits me from going into detail about every chapter.
One thing I wish the book had done more of is to show instances where the item in the chapter title was tried, and it didn't work. There is some of this, but there could be more. In the chapter on salaries, he discusses a company called SumAll, which has fixed, but transparent, salaries. You're assigned to a salary level, and there is apparently no negotiation. When I saw that, I thought of Ellen Pao, former CEO at Reddit. Ms Pao came to Reddit after losing a discrimination suit against her former employer, an investment firm. The jury returned the verdict in favor of the firm. Ms Pao then instituted a no negotiation policy for salaries at Reddit. This was your salary, take it or leave it. It was supposed to take the pressure off people who didn't feel comfortable negotiating, which some studies have shown many women are. Ms Pao may still have been reeling from her loss in court. At any rate, the policy was universally panned, not just at Reddit, but on other social media and the regular media. It probably led to her exit from Reddit. I believe the policy has since been rescinded. I'm not sure if salaries at Reddit were disclosed within the company or not. This would have been a good example for the book.
The author does emphasize flexibility. There is no one size fits all solution. For example, I'm a CPA who does taxes. The policy on vacations would have to be modified. January 1-April 15, no extended vacations other than medical or death in the family. The rest of the year, the schedule is much more flexible. That's what I like about this book. It doesn't attempt to impose a solution. it suggests a solution, and leaves it to the individual companies to implement it, realizing that it may not work for everyone. All in all, a good book.
My favorite chapter is "Outlawing Email". David makes a compelling case as to why email is killing employee engagement and productivity, and how we can remove this daily activity to retain more employees, help them become more productive, and improve your business.
Thank you for putting this out into the world, David.