Are you trapped in the middle as a middle manager?

Middle management is often an uncomfortable position, caught between executive demands and employee needs. The role is evolving, with companies leaning toward leaner management and increased automation. Modern middle managers are now more focused on managing culture and communication rather than just tasks. A key challenge is that managers often have significant accountability but limited authority to make necessary changes. This imbalance can lead to burnout, as managers feel pressured to compensate for unsustainable company practices. To succeed, middle managers must prioritize people management and set realistic expectations with upper management. Protecting team trust and personal boundaries are essential for long-term success. Companies that view middle management solely as task-based roles are more likely to lay them off. Entering a middle management role requires understanding if the company values a people-centric approach. Otherwise, managers risk being underappreciated and potentially losing their jobs.