…and why CEOS must lead this evolution.
Middle management has played a vital role in translating top management’s strategic vision and goals into concrete operational plans that teams can execute for decades. They supervise employees and ensure productivity, engagement, and development.
Acting as a key communication bridge, they pass down strategic direction from leadership while also relaying feedback and concerns from their teams upward. In times of change, such as during mergers, restructuring, or cultural shifts, they are essential in driving and implementing transformation. Additionally, they monitor performance, manage results, and continuously seek ways to improve execution in line with business objectives.
Middle management roles are becoming less appealing due to a growing disconnect between expectations and evaluation.
While top leadership often sets medium- or long-term strategic goals, middle managers are frequently assessed based on short-term results, creating a constant tension between planning and execution. Add to this the burden of organizational bureaucracy, and it’s no surprise that many feel overwhelmed. A recent McKinsey survey found that 44% of middle managers cite bureaucracy as their primary source of frustration, leading to excessive administrative tasks and little time for meaningful people leadership. Only those with strong resilience, adaptability, and a commitment to personal growth are likely to thrive in such an environment.
By 2030, organizational Middle Management is more likely to evolve significantly than to vanish entirely.
Middle management involves implementing strategic plans and catalysing team development and work culture. It is where the expectations of top management and employees converge, making their role invaluable. Yet many of these managers struggle in silence. The job is less glamorous than ever. Apart from the minor motivation for this stressful “sandwich position”, the question arises as to how the roles and responsibilities of middle management will change till the end of this decade.
The Transformation of the Middle Management has started.
Technological progress—particularly in AI and automation—is reshaping the role of middle management. Many tasks once handled by managers, such as data analysis, performance tracking, and even decision-making, can now be automated. Yet, while the need for traditional supervisory roles may decrease, human oversight remains essential.
At the same time, companies are moving toward flatter organizational structures to boost agility and efficiency. This reduces layers of management and empowers self-managed teams, often supported by AI systems. Rather than disappearing, middle management roles are evolving into more strategic functions—focused on coaching, collaboration, and enabling team performance.
Finally, younger talent, especially Gen Z, shows little interest in climbing traditional management ladders.
They prefer autonomy, creativity, and purpose-driven work environments. This shift is pushing organizations to rethink leadership pathways and redefine the value of middle management in modern teams.
The future Role of Middle Managers in times of AI.
The good news is that while traditional middle management functions may decline, new opportunities will arise for those who adapt to changing demands, such as strategic leadership, cultural connectors, and coaching and development.
- Strategic Leadership: As organizational structures become flatter, the role of middle managers is shifting from operational supervision to strategic leadership. Rather than merely overseeing day-to-day tasks, they are increasingly responsible for interpreting and executing the executive team’s vision at the operational level. This includes aligning departmental goals with broader business objectives, driving key initiatives, and ensuring that teams remain focused and agile in execution.
- Cultural Connectors: In the future, middle managers will play an essential role as cultural connectors within organizations. They will bridge leadership and teams, embodying and reinforcing company values while upholding ethical standards. As the workplace becomes more dynamic and diverse, their ability to advocate for employees and foster a cohesive, inclusive culture will be more critical.
- Coaching and Development: In the future, middle managers will shift their focus from task oversight to nurturing talent and strengthening team dynamics. Their role will centre on personalised coaching, guiding employees’ growth, and creating environments where individuals and teams can thrive, making them key enablers of long-term performance and engagement.
Technology and AI offer significant advantages for middle managers by enhancing their ability to make informed decisions and manage teams effectively. Modern software solutions provide real-time insights into budgeting, project performance, employee satisfaction, and compliance, allowing managers to identify issues early and take corrective action. These tools streamline administrative tasks, improve visibility, and support data-driven leadership, empowering middle managers to focus more on strategic and people-centred responsibilities. However, greater access to data also comes with greater accountability and visibility into their performance.