Middle managers have long been the steady hands that guide teams through turbulent times—from pandemic disruptions to hybrid work shifts. Yet, as organizations evolve, these critical leaders are now facing unprecedented levels of stress, responsibility, and burnout. A convergence of layoffs, flattened hierarchies, rapid technological change, and shifting workplace cultures has created a “manager’s dilemma”, threatening the effectiveness and wellbeing of this vital workforce segment.
Middle Managers: The Backbone Under Pressure
Once considered a corporate buffer zone between executives and frontline teams, middle managers are now expected to wear multiple hats:
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Strategic leaders
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Mental health supporters
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Career coaches
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Change agents
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Cultural architects
Mike Dolen, CEO of manager support platform Humancore and former HR executive at Home Depot and IBM, warns of a looming burnout crisis among middle managers. According to him, flattened hierarchies from recent layoffs—seen across giants like Amazon, Google, and Citigroup—have left middle managers stretched thin with fewer peers, rising responsibilities, and diminished organizational support.
AI and Managerial Complexity: A Double-Edged Sword
The AI revolution is only adding to this pressure. LinkedIn’s Work Change Report reveals that 80% of C-suite executives expect AI to drive a culture of innovation. Yet, the report also highlights a growing gap in finding management-level talent with the right mix of technical and soft skills—a mix essential for adapting in this fast-evolving landscape.
In essence, middle managers are now being asked to embrace and lead AI-driven change while managing teams, handling emotional dynamics, and delivering business outcomes. It’s a complex balancing act, and most are underprepared.
A Manager’s Reality: Expanding Roles and Shrinking Support
According to a July 2024 Gartner survey of 805 HR leaders:
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75% say managers are overwhelmed by responsibilities
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69% say managers aren’t equipped to lead change
The demands placed on them include:
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Navigating hybrid and remote work models
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Bridging generational gaps
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Maintaining team performance amid constant transformation
Meanwhile, support is lacking. LinkedIn’s Workforce Confidence survey shows:
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30% of employees have managers too stressed to support them
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Two-thirds of managers cite unsustainable workloads
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Managers score lower than both executives and individual contributors in work/life balance
Why Traditional Solutions Are Failing
Despite the millions spent annually on leadership development, results remain lackluster. According to Dolen:
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Utilization of development tools is low—15% monthly usage is considered a win
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Resources often lack immediacy and relevance
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Managers need personalized, real-time guidance—not generic courses or videos scheduled months out
When they need help now, managers are forced to rely on:
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Bosses, who may be part of the problem
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Peers, who might lack expertise
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External mentors, who don’t understand internal culture
The result is a leadership void filled with well-intentioned, yet ineffective solutions.
How HR Can Step Up: Actionable Support for Middle Managers
HR leaders are in a unique position to transform the middle management experience. Dolen suggests:
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Using AI tools for personalized, context-specific manager support
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Embedding real-time assistance based on personality assessments and business needs
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Offering solutions tailored for immediate action, not just long-term development
But technology alone isn’t enough. Gartner’s survey of nearly 500 HR leaders emphasizes that:
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73% cite employee fatigue from constant change
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74% say managers are unprepared to lead change
To ease transformation, HR should:
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Identify “transformation hot spots” within the organization
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Collaborate early with business leaders for smoother buy-in
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Empower embedded influencers to drive change from within
Time for HR to Lead the Charge
As Dolen puts it, knowing the crisis exists is not enough. Inaction is no longer an option. HR must treat the middle management dilemma with the urgency it demands—not just to protect these individuals, but to safeguard organizational health, employee morale, and long-term sustainability.
“The manager crisis requires immediate attention,” Dolen warns. “Not just for the wellbeing of leaders themselves, but for the health and sustainability of the entire organization.”
Source – HR Executive
