Strategies for Navigating Middle Management Reductions
Handling fewer layers of management is critical to adapting to the future of work
Kayla Ambrose
, Fri 13 June 2025
Throughout the initial half of 2025, there have been widespread reductions of middle management roles, drastically shifting the structures of corporations. Various sectors are implementing flatter organizational structures to promote efficiency and cost reductions. This shift, sometimes referred to as the “Great Flattening”, leaves middle managers in a challenging position, whether to remain with their current employer and adapt to the structural changes or seek new opportunities.
When a company initiates large-scale structural changes to reduce management positions, it can be difficult to understand what the implications are for current roles. With this increased uncertainty and changes in workloads, managers must reflect on whether it’s strategic for their career progression to remain with their current organization and work to adjust to the role they end up in after the structural shift, or if they should explore other opportunities.
Staying and Adapting: Benefits
When undergoing structural changes, the responsibilities of management roles may be condensed into one position. While this allows a more straightforward chain of management, it simultaneously increases the workload of the manager who remains. This manager is now tasked with a heavier workload than they originally signed up for, and often does not receive additional wages to compensate for it. Stuck in a situation such as this one, staying with one's current employer presents many positives and drawbacks.
A benefit of sticking out the position during these organizational changes is familiarity with the company culture. While the company is making changes, having an understanding of the workplace environment is a unique benefit of staying. It can take a while to adapt to a new environment and immerse oneself in the culture of a new organization.
Additionally, taking on increased responsibility from other roles demonstrates adaptability and strong leadership. Displaying such skills can highlight capabilities, potentially leading to promotions later on. If upper management recognizes these leadership skills, staying and adapting to the new corporate structure can lead to impactful career growth.
Staying and Adapting: Drawbacks
While the benefits associated with remaining in the organization are certainly appealing, the reduction in other middle management positions will leave gaps within the organization. These gaps will result in the remaining managers being left to fill the gaps. Managers might be expected to learn new skills, assume more direct reports, and lead unfamiliar initiatives. Furthermore, these shifts in roles can lead to unclear expectations, making daily workloads to become more challenging. Ultimately, this uncertainty may cause burnout and increased stress.
Given that the organization has already undergone structural changes, it’s possible that changes may persist in the near future. The organization is still adapting, which may lead to more roles being removed or replaced. It’s important to consider role security as well as career progression. With fewer management roles available within the organization, be realistic when considering the future pay for promotion.
Insulating Oneself from Layoffs
Given the organizational changes, prioritize becoming indispensable to the organization. While the changes may already be in effect, that doesn’t necessarily mean more changes won’t occur in the future. Using this time as an opportunity to demonstrate strengths to upper management can build a strong foundation for career advancement later on.
A strong capability of a good leader is embracing cross-functional teams. With fewer managers in the organization, it is critical to leverage cross-functional teams to fulfill objectives. Cross-functional teams encourage collaboration throughout the organization, which can increase morale as well as create more efficient operations. Drawing on the departmental expertise can promote better solutions since certain areas are now lacking expertise from managers.
Another strategy to demonstrate value to upper management is through developing specialized expertise. Leaning into new responsibilities and gaining important insights about specific organizational practices or initiatives can truly set someone apart. Being able to not only take on new roles but thrive in doing so demonstrates strong adaptability and willingness to learn.
To gain insights on direct reports and continue to develop leadership skills, utilize performance management tools. Not only will such tools support management duties, but they will also help create solutions to better manage teams and improve leaders’ performance. Performance management tools are a strong asset for managers looking to set themselves apart following large structural changes.
Considerations for Seeking New Opportunities
While staying and adapting to the organizational changes presents opportunities to grow in responsibility, seeking a new opportunity may be the more advantageous solution. With the removal of other middle managers, roles will shift drastically, resulting in considerably more work and new workplace challenges to navigate. Electing to seek a new position can allow for a career that has more defined responsibilities and expectations.
Additionally, seeking a new opportunity allows for the ability to find a role with a more adequate workload.
Seeking a position elsewhere is not without challenges. Entering a new organization will entail transitional challenges as well as potential for underemployment. Consider what to prioritize when navigating whether to stay or go.
Navigating the Decision-Making Process
When determining whether to stay amidst a reduction in middle management, utilize resources to weigh the options. Reach out to horizontal mentors and executive mastermind groups to gain their insights on the situation and learn from their shared experiences. Mentors may have a meaningful perspective or key considerations to help guide the decision-making process.
During this time, it’s critical to identify career aspirations to consider how the next step could help or hinder these goals. Be introspective and identify what aspects of an organization are most important for the next phase of your career.
