Many top executives fear losing touch with the perspectives of their employees. This worry has even inspired TV shows like Undercover Boss, where leaders disguise themselves as entry-level workers to understand their company’s day-to-day operations. Yet, these shows often highlight the qualities of direct managers and colleagues more than the undercover boss, who may quickly grow frustrated when reality challenges their own ideals.

In the 1950s, Hewlett-Packard introduced The HP Way, a management philosophy designed to give employees autonomy in achieving their objectives. Managers were encouraged to walk around the workplace, offering support and assistance whenever needed. They also practiced an open-door policy to collect regular feedback from staff. Over time, especially after Carly Fiorina’s arrival in 2001, these methods evolved—and some, like The rules of the garage, replaced the older traditions.

While management practices change, the core principle remains clear: When you grant your team autonomy, it’s far better to support them through regular, genuine conversations than to surprise them by pretending to be someone else. Authentic connection and approachable leadership create lasting trust.