As AI becomes more integrated into the workplace, companies are rethinking what middle management is for. Tools that can schedule meetings, track performance, and flag risks are making parts of the traditional manager role less necessary. Some companies are cutting layers entirely. Others are quietly shifting responsibilities without saying much about it.

According to Fast Company, a 2025 Korn Ferry Workforce survey highlighted that 41 percent of employees say their organizations have already reduced layers of management. 

But middle management isn’t disappearing, it’s changing shape. Instead of overseeing every task, managers may spend more time guiding teams through change, helping people resell, and making sure AI doesn’t replace human judgment where it matters most. Their role will blur into HR, coaching, and strategy. It’s less about approvals and more about alignment. 

This isn’t a small adjustment. If companies want to get this right, they’ll need to rethink how they train and promote managers. That might mean teaching AI literacy, evaluating soft skills more seriously, or rewriting job descriptions entirely. It also means being intentional about what gets automated and what stays human. 

Because while AI can make things faster and more efficient, it can’t hold a team together. It can’t motivate someone through a hard quarter or spot the quiet signs of burnout.