Forget the pecking order at work

In the hybrid work era, leaders often assume that spotlighting top performers and granting them flexible schedules will automatically lift overall output, yet this focus on individual stars may quietly erode the very connections that sustain results.

Margaret Heffernan’s argument directly challenges that assumption. Her critique of the “superchicken model” demonstrates that organizations which reward only the highest individual contributors end up with lower collective performance. Instead, the strongest teams emerge from everyday social cohesion—forged through coffee-break conversations and routine requests for help—rather than from elevating a few standouts. This insight upends the opening tension by showing that hybrid arrangements, which can reduce spontaneous interactions, risk amplifying the very hierarchy she warns against.

Speaker’s Core Case

Heffernan draws on chicken studies to illustrate the point: groups built around aggressive “superchickens” produced less overall than groups emphasizing cooperation. The lesson, captured in her observation that “productivity emerges from the collective. It’s not just about the superstars; it’s about everybody,” shifts attention from personal metrics to the quality of relationships. In hybrid settings, where some team members meet only on screens, the absence of casual exchanges can quietly recreate the competitive isolation she describes.

Where the Argument Holds and Where Context Matters

Heffernan rightly highlights that trust and mutual support compound over time into superior results, a dynamic especially relevant when hybrid policies fragment physical presence. Yet her emphasis on organic, in-person moments invites qualification: hybrid workplaces may require deliberate substitutes—structured virtual check-ins or shared digital workspaces—to replicate the same cohesion. Without such adaptation, the model risks overlooking how distributed teams can still generate social capital if leaders prioritize inclusive rituals over star visibility.

Practical Takeaway for Hybrid Cultures

• Replace pecking-order incentives with practices that reward cross-team assistance.
• Schedule recurring opportunities for informal connection, whether virtual or in-person.
• Measure success by collective outcomes rather than isolated achievements.

By combining Heffernan’s insight with hybrid realities, organizations can dismantle hidden hierarchies and let productivity arise from the full group rather than a select few.