Organisations worldwide are questioning traditional hierarchies, with many experimenting with flat structures and self-management models. Yet despite the hype around egalitarian power structures, most experiments fail, and research reveals why: people actually prefer and choose hierarchy.

While hierarchies can foster distrust, crush creativity, and breed fear, these negatives aren’t inevitable. Organisations can reap the benefits of hierarchical structures while actively mitigating their downsides. Before redesigning your power structures, assess your current state:

• Does Power Inhibit Voice: Are employees psychologically safe to speak up and challenge ideas?

• Does Power have Legitimacy: Are leaders selected based on competence or superficial characteristics?

• How do Leaders Cope with Power: Does power make your leaders selfish, rude, or risk-prone?

• What’s the Effect on the Powerless: Does lack of control harm employee health and wellbeing?

Hierarchies are resilient and here to stay. The organisations that thrive will be those that accept this reality and work systematically to empower employees within hierarchical structures, creating the benefits of clear direction and predictability while fostering psychological safety, warmth, and agility.