If a team hits their metrics a good (super-) manager knows if it’s because of the manager or in spite of them, and vice versa.
What we really need is to train people to be better at identifying these organizational concerns, and set the right incentives, so that people choose to be Engineering Managers for the right reasons.
Edit: and to answer your question directly, in a healthy org, it’s definitely possible (and in fact in some very rare cases easier) to fire your manager than for them to fire you. Also depends on the level of trust you have built for yourself as in individual contributor.
What's hard about firing people? I actually don't know and would love to find out if you could share your thought
This is flipped on its head for things like abuse where the company could be liable for not responding to reports in a timely manner. Cross a line behavior-wise, and you can get fired quickly.