Middle managers are the backbone of many organizations, yet according to a report by Fast Company, they are increasingly burnt out. Over the past five years, they have navigated pandemic disruptions, remote work transitions and return-to-office mandates while managing employee morale and heavier workloads.

With many feeling overwhelmed, high turnover rates loom, raising concerns about who will step into their roles. 

Many Gen Z workers are hesitant about entering middle management, citing stress, lack of work-life balance and high anxiety levels as deterrents. Without a strong pipeline of future leaders, companies risk a leadership vacuum, adding even more pressure on remaining managers. 

Employers must take steps to ease this burden by assessing workplace stressors that contribute to burnout. Tight deadlines, excessive workloads and workplace conflicts need to be addressed to create a healthier work environment.

Mental health support should be a priority, including mandatory vacations, clear mental health resources and regular check-ins to help managers feel valued and less isolated. Training programs that focus on stress management, resilience and leadership development can also help younger employees feel prepared to take on management roles. 

Managers can better navigate their responsibilities by structuring their workdays more efficiently. Scheduling similar meetings together reduces the mental strain of switching tasks, while blocking out dedicated time for long-term projects ensures strategic work does not get overlooked. Delegating tasks to team members not only lightens the workload but also provides employees with valuable growth opportunities.