Flat Organizations: Why the Dream of Total Equality Often Creates Hidden Tyrants

How the Pursuit of Flatness Can Backfire—And What to Do Instead

Picture the modern workplace stripped of all hierarchy: no titles, no managers, just teams of equals working side by side. It sounds like a dream—until you realize that, in the absence of formal leadership, new forms of power quickly take root. Sociologists have long observed that human groups, regardless of their intentions, tend to create informal hierarchies. These shadow structures can be even more insidious than traditional management because they are harder to see and challenge.



In the tech world, flatness is often celebrated as the ultimate goal. Yet, in practice, companies like GitHub and others discovered that removing formal bosses did not eliminate politics—it just made them harder to address. Influential employees began setting agendas, controlling information, and shaping team culture without any official accountability. For newcomers and outsiders, the lack of visible hierarchy meant it was even harder to find support or resolve conflicts. This phenomenon is sometimes called the 'tyranny of structurelessness,' where informal leaders wield unchecked power and workplace politics flourish in the shadows. 4

The risks are real: peer review systems meant to democratize decision-making can devolve into popularity contests. High-stakes bonuses and promotions are awarded based on social connections rather than merit. Employees who don’t fit the dominant clique may feel isolated or even pushed out. Research shows that these hidden hierarchies can stifle diversity, innovation, and psychological safety—the very things flat organizations aim to foster.



So how can organizations avoid the trap of invisible authority? The answer is not to abandon flatness, but to combine it with transparency, clear processes, and rotating leadership roles. Regular feedback, open decision-making, and explicit norms can help ensure that power is distributed fairly and that everyone has a voice. Leaders—formal or informal—must be held accountable, and teams should be encouraged to surface and address conflicts directly.

Ultimately, the dream of total equality is a noble one, but it requires constant vigilance and intentional design. By acknowledging the reality of power dynamics and building structures that support fairness and inclusion, organizations can create workplaces where everyone truly thrives—not just those who know how to play the game.