Easy. You quit, and find a better job.
That practice is so toxic that it's sufficient to condemn the organisation as unworthy of any buy-in whatsoever. Just leave.
This ultimately rots an organization from the inside, as it leads to attrition of higher performers because they're forced to work with useless people.
You see this a lot in companies that rarely fire people, because managers optimize for accumulating direct report count (whether or not those direct reports are doing valuable work).
but the answer can't be an army of useless middle managers diluting the impact of the people who actually do want to help the company and providing cover for people like them that are just phoning it it.
As well as regularly rotating managers, like the military does (e.g. 3 year reassignment).
Hum... So instead you decide to immediately rot the organization from the inside.
I can see how it avoids that one problem. The important problem is the waiting, right?