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"The most innovative tech companies today are building work cultures that fly in the face of tradition.

At companies like Valve and Github, gone are the managers who boss people around and expect servile compliance.  In their place is a flat organizational structure where individuals manage themselves and each other to build awesome things through peer management.  These are companies without bosses.

I know what you’re thinking.  “How does anything get done?”  I admit that I had the same reaction when I first heard about bossless companies.  But as I worked with and studied innovative companies like Zappos and up-and-comers like Wistia more closely, I saw how their focus on company culture drove productivity and motivation without hierarchy and authority.

What’s at stake can’t be understated, and it’s as Github's Zach Holman recently put it: “The product is the byproduct." If you get the “people, process, and technology” right at your company, innovation, motivation, and self-directed engagement will result as a byproduct.  It won’t be something you’ll need to cram down your employees’ throats.

Trust is paramount, but it’s also the biggest hurdle to overcome

Effective peer management relies on individuals having accountability and autonomy, and none of that can happen without trust. People who are stuck on the concept of the traditional hierarchical structure as the gold standard, or even a necessary evil, once a business has aged sufficiently and successfully enough to be “established” are buying into a system of a lack of trust, which drives the need to control. Instead, peer management works by entrusting and empowering individuals to control themselves.

A bossless or managerless company doesn’t mean it’s directionless. Peer management is guided by accountability, transparency, and work culture. The result is the autonomy and agility to carry out initiatives, and because of that freedom, those initiatives are very often creative and help mold the stand-out success of a company."

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