Bureaucratic Mass Index

Gary Hamel and Daniele Zanini have published a self-test in connection with their book “Humanocracy”:

Bureacratic Mass Index


  • Approximately how many organizational levels are there in your company? (From front line staff to CEO or equivalent).
  • When you think about the extent to which you are supervised by your boss (checks, assignments, requests, feedback, etc.), do you feel more under- or over-supervised?
  • How much time do you spend on bureaucratic tasks that you feel are of limited practical use (preparing reports, attending meetings, following up on requests, obtaining approvals, and interacting with staff departments such as HR)?
  • When you think about the role of functional employees in your organization (HR, Finance, IT), do you feel that they spend most of their energy on improving business results or ensuring compliance with internal rules and regulations?
  • What percentage of employees in your company have 20% or more of their compensation tied to customer satisfaction, profitability, or other external performance goals?
  • What percentage of your interactions with your supervisor and functional managers (meetings, one-on-ones, emails) focus on internal issues (e.g., resolving disputes, securing resources, obtaining approvals) versus external issues (e.g., winning business, satisfying customers, working with partners)?
  • What percentage of employees in your company have the authority to spend money of $1,000 or more without first getting approval from their boss or the purchasing department?
  • How much control do you think you have over your work environment? For example, setting priorities, establishing working methods, structuring tasks, making trade-offs, etc.
  • What percentage of employees have access to detailed performance data (e.g., financial, operational, customer) for their unit and other units in the organization?
  • How common is it in your organization for individual employees to challenge and disagree with their supervisors?
  • When it comes to your organization’s values, how closely does the reality match the rhetoric?
  • What percentage of employees would consider innovation (e.g. in products, processes, working methods) as part of their job?
  • When you think about the major change programs that have been initiated in your company in recent years, do they seem to be focused on “shaping the future” or “catching up”?
  • To what extent do you believe the beliefs, biases and loyalties of the top team are a barrier to proactive change in your organization?
  • If you could do one thing to reduce bureaucracy in your organization, what would it be? (max. 140 characters)