Let’s get one thing straight: just because you have a fancy title and a bigger paycheck doesn’t mean you’re the MVP of the company. In fact, without the hard work of your team—the folks in the trenches—your role would be as pointless as a screen door on a submarine. It’s high time for a reality check.

The Myth of Managerial Supremacy

Somewhere along the corporate climb, managers started believing they’re the sun, and employees are mere planets orbiting around them. This delusion not only breeds resentment but also tanks productivity. A study highlighted in Time magazine reveals that a whopping 82% of managers are deemed unfit for their roles, lacking the necessary talent and skills. So, if you’re sitting in that corner office thinking you’re irreplaceable, think again (time.com).

The Real MVPs: Frontline Employees

Your team members are the ones interacting with customers, creating products, and keeping the gears turning. Without their dedication, your managerial duties would be nonexistent. Yet, many managers fail to recognize this, leading to a toxic hierarchy that stifles innovation and morale.

Gen Z Is Not Buying Your Ego Trip

The younger workforce isn’t falling for the “manager equals superior” narrative. A survey by Robert Walters found that half of Gen Z employees have zero interest in middle management roles, viewing them as high-stress and low-reward. They’re prioritizing personal growth and meaningful work over climbing the corporate ladder. This should be a wake-up call: leadership isn’t about lording over others; it’s about collaboration and mutual respect (ft.com).

The Perils of Hierarchical Hubris

Clinging to outdated hierarchical structures can backfire spectacularly. Companies like Amazon and Citigroup have been slashing middle management positions to boost efficiency, recognizing that bloated managerial layers often hinder progress. If you think your title insulates you from redundancy, you might be in for a rude awakening (wsj.com).

Time for a Managerial Makeover

So, how can managers ditch the superiority complex and actually contribute to a thriving workplace?

1. Embrace Empathy Over Ego: Understand the challenges your team faces. Step into their shoes—literally.
2. Foster Open Communication: Encourage feedback and be approachable. Your team should feel comfortable sharing ideas without fear of condescension.
3. Share the Spotlight: Acknowledge and celebrate your team’s achievements. Their success reflects your leadership.
4. Flatten the Hierarchy: Promote a culture where ideas matter more than titles. This not only boosts morale but also drives innovation.

The Bottom Line

Your position doesn’t make you superior; it makes you responsible—for your team’s well-being, growth, and success. Ditch the delusions of grandeur and recognize that leadership is a service, not a privilege. Remember, a manager is only as good as the team they support.