Middle Managers Are Dead; Long Live Middle Managers – How AI Is Changing Organizational Structures and Priorities

Artificial intelligence (AI) is transforming every facet of business, and one of its most significant disruptions may be in how organizations view and utilize middle management. Some analysts predict the "death" of middle managers, arguing that AI’s ability to oversee tasks, track performance, and optimize workflows could render these roles obsolete. Others contend that middle managers are indispensable in the AI era, particularly as businesses navigate rapid technological change, workforce upskilling, and a growing need for adaptive leadership.

While opinions differ, one thing is clear: the role of middle managers must evolve. Rising burnout and insufficient support for these professionals signal an urgent need for change. If organizations hope to thrive in an AI-driven world, they must rethink the purpose and potential of middle management.

Are Middle Managers an Endangered Species?

The question of middle management’s future has garnered significant attention. As reported by CNBC and others, companies including Amazon and Meta have already announced plans to flatten their organizational hierarchies, reducing managerial layers to streamline operations.

It’s no surprise that AI is challenging the need for traditional middle management. Modern AI tools can automate workforce planning, project coordination, and performance tracking with unparalleled efficiency. According to Gartner, 80% of executives believe automation can be applied to virtually any business decision. With such capabilities, organizations might view middle managers as expendable—a relic of an earlier, less automated era.

The Case for "Power to the Middle"

However, a contrasting view emphasizes the strategic importance of middle managers in the AI age. In their book Power to the Middle: Why Managers Hold the Key to the Future of Work, McKinsey partners argue that investing in middle management is critical to organizational success. They advocate for upskilling these professionals in areas including coaching, relationship-building, and critical thinking.

Fast Company’s Executive Board also sees AI disruption as a reason to bolster middle management. They note that successful AI integration relies on managers who can translate strategic visions into actionable plans, train teams to use AI tools effectively, and provide feedback to enhance these systems over time. Far from becoming obsolete, they say, middle managers could be pivotal in bridging the gap between AI capabilities and organizational goals.

A New Mandate for Middle Management

Both perspectives converge on one point: the traditional role of middle managers is no longer sufficient. Organizations must reposition these professionals as catalysts for collaboration, innovation, and resilience. Rather than functioning as intermediaries or administrative overseers, middle managers should leverage their proximity to frontline teams and employees in core functions to drive cross-functional initiatives, strengthen customer focus, and foster organizational adaptability.

This shift is especially urgent given the mounting challenges middle managers face. A study by meQuilibrium, a workforce resilience and employee coaching platform, warns of a looming "middle manager crash," as increasing workloads and inadequate support erode their well-being and effectiveness. What’s more, HR software firm UKG reports that 46% of middle managers are likely to leave their roles within a year due to work-related stress.

AI as an Enabler, Not a Replacement

Rather than displacing middle managers, AI has the potential to empower them. By automating routine tasks like scheduling, reporting, and administrative tracking, AI can reduce the strain on managers, freeing them to focus on strategic and interpersonal responsibilities. Advanced AI tools can also enhance decision-making, optimize resource allocation, and improve team dynamics, enabling middle managers to lead more effectively.

When implemented thoughtfully, AI can make the middle manager role more sustainable and attractive. This, in turn, allows organizations to attract and retain high-caliber talent for these positions. By reimagining the role and responsibilities of middle managers, companies can create a "center of gravity" within their structures, where the combined strengths of AI and human leadership drive innovation and success.

Toward a New Paradigm

The changes AI brings to middle management may be so profound that the role itself warrants a rebranding. Instead of “middle managers,” these professionals could be seen as “center managers” or “organizational integrators,” reflecting their vital position in connecting strategy to execution.

Far from signaling the end of middle management, AI represents an opportunity to redefine its purpose and unlock its potential. By embracing this evolution, companies can ensure that their organizational structures are not only efficient but also adaptive, resilient, and primed for the future of work.

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