Middle managers are facing a mental health crisis that few organizations acknowledge. A study by Deloitte reveals that 68% of mid-level leaders report symptoms of anxiety or depression—a rate 25% higher than frontline workers or C-suite executives. Caught between unrealistic executive demands and disengaged teams, these managers describe feeling like “meat in the sandwich,” powerless to effect change while bearing the brunt of workplace dysfunction.
The pressure on middle managers has intensified in recent years. Post-pandemic restructuring, layoffs, and the shift to hybrid work have left them navigating constant change with little support. A Harvard Business Review analysis found that middle managers now spend 40% of their time on “emotional labor”—mediating conflicts, boosting morale, and absorbing staff frustrations—leaving little bandwidth for strategic work. “They’re expected to be therapists, cheerleaders, and enforcers simultaneously,” says leadership coach David Park. “It’s an impossible balancing act.”
Compounding the issue is the lack of mental health resources tailored to this group. While many companies offer counseling for frontline employees and executive coaching for leaders, middle managers often fall through the cracks. A 2024 survey by the Society for Human Resource Management (SHRM) found that only 12% of organizations provide targeted mental health programs for mid-level leaders, despite their critical role in retaining talent and driving performance.
The consequences are dire. Burnout among middle managers correlates with higher team turnover, as stressed leaders struggle to support their reports. Some industries, like healthcare and education, are seeing mass resignations in these roles, further destabilizing organizations.
Solutions are emerging, albeit slowly. Progressive companies are creating “manager communities of practice,” where leaders share struggles and strategies in psychologically safe spaces. Others are redesigning roles to reduce administrative burdens, freeing managers to focus on people leadership. Experts also urge executives to include middle managers in decision-making, reducing their sense of powerlessness.
Without intervention, the middle management exodus could cripple businesses. “These are the glue holding organizations together,” warns organizational psychologist Dr. Rebecca Holt. “If their mental health keeps declining, the entire workforce will suffer.”
Related topics:
