2025 Workplace Challenges: The Looming “Manager Crash”
Bad news for 2025: After years of unaddressed burnout, overwork, and insufficient support systems, workplaces are bracing for a significant “manager crash.”
This is one of four major trends predicted by workplace wellness experts. The other three trends include prioritizing change readiness, the gradual erosion of remote work advantages, and Gen Z workers struggling more with change compared to older generations.
“Like a market crash, we’ll see a significant downturn in manager well-being, performance, and their ability to lead as champions of change,” explained Alanna Fincke, a workplace wellness expert.
Fincke emphasized that if organizations neglect their managers, these leaders will face a higher risk of burnout and turnover than the employees they supervise.
The Crucial Role of Middle Managers
Middle managers—those who oversee teams but are not part of the executive level—are historically less likely to feel supported by their superiors. However, their dissatisfaction poses a significant risk. Happy and motivated managers serve as a “force multiplier” for the success of the entire organization.
You Can’t Afford to Lose Middle Managers
To prevent this impending crisis, organizational leaders must act decisively to prioritize mental well-being before the new year. Fincke noted that investing in managers’ well-being will yield widespread benefits, including improved productivity, innovation, and overall workforce health.
On the flip side, failing to address managerial burnout will lead to stress trickling down to employees. Workers who feel unsupported by their managers are more likely to quit and report poor overall well-being. In fact, employees are over four times more likely to leave their jobs when they lack managerial support.
Unfortunately, the outlook is grim. Employee sentiment has declined across the board, with middle managers reporting record-low confidence earlier this year. Experts attribute this to the increasing pressure on middle managers to “do more with less” and the wave of layoffs targeting their roles.
Middle Managers Face the Brunt of Burnout
Burnout among middle managers is not a new issue. They are often caught in the difficult position of meeting executive demands while addressing the concerns of their teams. Unsurprisingly, nearly half of middle managers surveyed in a recent report said they were likely to quit within the year due to stress.
“We put so much pressure on managers and don’t provide them with enough support,” said Pat Wadors, a chief people officer, describing the unsustainable expectations placed on these leaders.
Providing consistent support to middle managers is an effective way to combat burnout. Employees perform best when they feel their managers are supported and advocating for them. However, if middle managers feel unsupported, they cannot effectively lead their teams.
The Ripple Effect of Burnout
Even if middle managers remain in their roles despite burnout, challenges persist. Last year, middle-management positions accounted for nearly one-third of all layoffs, a significant increase from previous years. Companies like Meta have focused on reducing management layers as part of efficiency drives, leaving remaining managers under even greater strain.
If these issues are not addressed, organizations could face a shortage of middle managers. The role has become increasingly unattractive, and as current leaders leave, entry-level workers are less inclined to step into these positions.
Recent studies show that nearly three-quarters of Gen Z workers prefer to advance their careers as individual contributors rather than take on management roles. Even among those who expect to become managers, many are not looking forward to it—highlighting the growing challenges associated with middle management.
Secinājumi par darba vidi 2025. gadā
Darba vide 2025. gadā saskarsies ar nopietnām problēmām, ja netiks veikti pasākumi, lai atbalstītu vidējā līmeņa vadītājus. Šo lomu nozīme organizācijas panākumos ir nenovērtējama, un to ignorēšana var radīt plašas sekas visā uzņēmumā.
