Caught in the Middle:

Why “The Great Flattening” Means It’s Time to Take Control of Your Career

If you’re a middle manager, you probably woke up this morning with a familiar knot in your stomach. Maybe it was the news about Walmart laying off 1,500 corporate employees. Or perhaps it was Amazon CEO Andy Jassy’s recent comment that middle managers want to “put their fingerprint on everything” while announcing plans to flatten the company’s hierarchy even further.

You’re not paranoid. The target on middle management’s back is real, and it’s getting bigger.

The trend now has a name: “The Great Flattening.” What started in Big Tech has spread to retail giants like Walmart, and it’s showing no signs of slowing down. If you’re in middle management, you’re watching your colleagues get laid off while being asked to do more with less. You’re caught between unhappy employees below and cost-cutting executives above. And you’re probably wondering if your job will be next.

Here’s the truth no one wants to tell you: hoping things will get better might be the riskiest career strategy you can choose right now.

The Numbers Don’t Lie: Middle Managers Are Under Attack

The statistics paint a sobering picture of what’s happening to people like you. According to Glassdoor’s 2024 Workplace Trends report, while work-life balance ratings remained stable for senior and junior employees, there was a “sharp drop in ratings among middle managers at large companies.” The report warns that “there is little on the horizon to suggest that this trend will abate or reverse in 2024.”

The scope of layoffs is staggering. According to Crunchbase, at least 95,000 workers at U.S.-based tech companies were laid off in mass job cuts in 2024, with cuts continuing into 2025. DemandSage reports that over 172,000 workers have been laid off so far in 2025 alone. These aren’t just numbers—they represent careers, families, and dreams that have been disrupted.

Business Insider reports that companies are embracing “The Great Flattening” as recession fears and tariff uncertainty drive them to cut costs. Meta CEO Mark Zuckerberg summed up the corporate mindset when he said, “flatter is faster,” explaining that companies don’t want “managers managing managers, managing managers, managing managers, managing the people who are doing the work.”

Amazon CEO Andy Jassy echoed this sentiment, stating that “having fewer managers will remove layers and flatten organizations more than they are today.” The message is clear: middle management is seen as an unnecessary expense that slows down decision-making.

Why You’re Feeling the Squeeze from Both Sides

Glassdoor’s research shows that the 30 days following a layoff see an overall company rating drop 4 percent on average, from 3.66 to 3.49. But here’s what’s truly alarming: these ratings stay that low even 180 days after the layoffs. The damage to workplace culture and employee morale isn’t temporary—it’s lasting.

As a middle manager, you’re experiencing this pain from multiple directions:

• From Above: Senior leadership sees you as expensive overhead. You’re earning more than entry-level employees but aren’t generating direct revenue. When cost-cutting time comes, your salary looks like an easy target for elimination.
• From Below: Your team members are dealing with increased workloads as colleagues get laid off. They’re stressed, overworked, and often taking their frustration out on the most accessible target—you. Gallup reports that overall employee engagement dropped to its lowest level in a decade, making your job of managing people even harder.
• From Yourself: You’re probably working longer hours than ever, trying to prove your value while managing both upward and downward expectations. The Glassdoor data shows that less than half of midlevel employees have a positive business outlook about their employers as of April 2024—the lowest figure since 2016.

The Technology Factor: Why This Time Is Different

What makes this wave of middle management cuts different from previous downsizing efforts is the role of technology. Companies aren’t just eliminating positions—they’re fundamentally reimagining how work gets done.

Walmart, for example, is investing $500 million in AI and robotics while simultaneously laying off 1,500 employees. The company is targeting 65% store automation by 2026. This isn’t just about cutting costs—it’s about replacing human decision-making with algorithmic processes.

Microsoft recently laid off 6,000 employees globally as part of efforts to “flatten management layers” and “increase agility,” according to CFO Amy Hood. The company is betting that AI can handle many of the coordination and communication tasks that middle managers traditionally performed.

Daniel Zhao, lead economist at Glassdoor, told Business Insider that this flattening isn’t “a random financial fluke, but the result of yearslong labor market trends.” Companies that over-hired during the pandemic are now cutting back, and the roles being eliminated often require human judgment that executives believe can be automated or eliminated entirely.

The Hidden Costs of Flattening That Companies Ignore

While executives tout the benefits of flattening organizations, research shows they’re often overlooking crucial functions that middle managers provide. McKinsey analyst Bryan Hancock explains that “managers are sense makers, the coaches who bring individual and organizational goals into line for success.”

Gallup’s Jim Harter agrees: “If you want to achieve your goals, you need managers who can create a culture that supports your vision and strategy.” The role becomes even more important as AI plays an increasing part in workplaces, where middle managers act as intermediaries between humans and technology.

But companies focused on short-term cost savings often miss these long-term implications. Glassdoor data shows that laid-off middle managers often must take lower-seniority or lower-salaried positions to break back into the workforce. This creates a vicious cycle where experienced professionals are forced to compete for entry-level roles, disrupting career ladders for everyone.

Why Waiting and Hoping Is the Riskiest Strategy

If you’re a middle manager thinking you can weather this storm by keeping your head down and working harder, you need to understand the math working against you. Zhao points out that this trend “creates bunching down at the bottom of the career ladder as former managers compete for roles that traditionally would be opportunities for entry-level or experienced hires to move up the career ladder.”

In other words, if you wait until you’re laid off to start looking for alternatives, you’ll be competing with hundreds of other displaced middle managers for a shrinking number of positions. The job market for middle management roles isn’t going to improve—it’s going to get more competitive.

Consider these sobering realities:

• Companies across industries are adopting flattening strategies
• Technology is eliminating the need for many traditional management functions
• Economic uncertainty is driving continued cost-cutting
• The pool of displaced middle managers is growing every month

The longer you wait to take control of your career, the fewer options you’ll have.

The Business Ownership Alternative: Taking Control When Companies Won’t

While the corporate world is eliminating middle management positions, there’s another path that puts you back in control: business ownership. The U.S. Treasury reports that Americans are filing 430,000 new business applications monthly in 2024—50% more than in 2019. Many of these are professionals who’ve decided to stop depending on employers for their career security.

The skills that made you valuable as a middle manager—project coordination, team leadership, strategic thinking, and problem-solving—are exactly the skills that make businesses successful. The difference is that as a business owner, you’re not vulnerable to someone else’s cost-cutting decisions.

Consider the advantages:

• Job Security: You can’t be laid off from your own business
• Income Control: Your earnings aren’t capped by someone else’s budget
• Decision Authority: You make the strategic decisions instead of implementing someone else’s
• Value Creation: You build equity that can be sold or passed on to your children

According to FreshBooks research, 61% of self-employed people would feel satisfied with their accomplishments if their career ended today. Compare that to traditional employees, where Glassdoor’s 2025 Worklife Trends report shows growing pent-up resentment and declining career satisfaction.

How a Career Ownership Coach® Guides Your Transition with just a phone call!

Making the leap from middle management to business ownership isn’t something you should attempt alone. This is where a Career Ownership Coach® becomes invaluable, providing the guidance and support you need to navigate this transition successfully.

• Clarifying Your Goals: After years of implementing other people’s visions, you might have lost touch with your own. A Career Ownership Coach® helps you identify your Income, Lifestyle, Wealth, and Equity (ILWE) goals. What kind of income do you need to replace your corporate salary? What lifestyle do you want to create? How important is building wealth versus having flexibility?
• Leveraging Your Experience: Your years in middle management have given you skills that many entrepreneurs lack. You understand how businesses operate, how to manage people and processes, and how to balance competing priorities. A coach helps you see how these skills translate into business ownership opportunities.
• Exploring Proven Models: Instead of starting from scratch, a Career Ownership Coach® can introduce you to opportunities and established business models. Providing structure and support systems that reduce the risk of business ownership while giving you the independence you’re seeking.
• Managing the Transition: Moving from a steady paycheck to business ownership is emotionally challenging. A coach provides ongoing support, helping you work through fears and stay focused on your long-term goals. They understand the psychological challenges of leaving corporate life and can guide you through the process.
• Connecting You with Resources: Career Ownership Coaches® have networks of successful business owners and industry experts. They can connect you with people who’ve made similar transitions and can provide practical advice and support.

The Financial Reality: Why Now Might Be the Perfect Time

One concern many middle managers have about business ownership is the financial risk. But consider the financial risk of staying put you’re one cost-cutting decision away from losing your income entirely. And if that happens, you’ll be competing with hundreds of other displaced managers for fewer available positions.

According to The Entrepreneur’s Source®, since 1984 they have helped people just like you find their path toward the next chapter of their professional lives. These aren’t people who were born entrepreneurs—they’re people who decided to take control of their careers when traditional employment stopped working for them.

Many business opportunities require less capital than you might think. Franchise opportunities exist across many industries and investment levels. Some can be started with the same amount you might spend on a car. Others might require the equivalent of a house down payment but provide the potential for much greater returns than real estate.

More importantly, consider the cost of not acting. Every month you stay in a vulnerable corporate position is another month you’re not building your own equity and security. The middle managers who are thriving right now are those who saw the writing on the wall and took action before they were forced to.

Your Next Steps: Taking Action While You Still Have Options

The Great Flattening isn’t going to reverse itself. Technology will continue advancing, economic pressures will persist, and companies will keep looking for ways to cut costs. Middle management positions will continue to be eliminated, and the competition for remaining roles will intensify.

But you don’t have to be a victim of these trends. You can choose to take control of your career instead of hoping someone else will provide the security and satisfaction you’re looking for.

Here’s what you can do right now:

Make the Call and Start the Conversation: Connect with a Career Ownership Coach® for a complimentary consultation. There’s no cost and no commitment—just an opportunity to explore what’s possible when you take control of your professional future.

Assess Your Situation Honestly: Look at your current position with clear eyes. Are you building toward something meaningful, or are you just trying to survive the next round of cuts?

Consider Your Timeline: Don’t wait until you’re laid off to start exploring alternatives. The best time to plan your next career move is while you still have income and options.

Think Long-Term: Business ownership isn’t just about replacing your current income—it’s about building something that can provide security and satisfaction for decades to come.

The Great Flattening or Your Great Opportunity?

The corporate world is changing, and not in ways that favor middle managers. You can spend your energy hoping things will improve, or you can invest that energy in creating the career you want.

The choice is yours, but the window for making that choice while you still have leverage is narrowing. Every day you wait is another day you’re not building toward your own future.

The Great Flattening is reshaping corporate America, but it doesn’t have to reshape your life—unless you let it. Take control. Explore your options. And remember that the same skills that made you valuable to employers can make you successful as a business owner.

The question isn’t whether you’re capable of succeeding in business ownership. The question is whether you’re ready to stop letting other people control your career destiny.

Your future doesn’t have to be at the mercy of the next round of corporate cost-cutting. It can be whatever you choose to build.

Ready to explore what career ownership could look like for you? Connect with a Career Ownership Coach® today for a complimentary consultation. There’s no cost, no commitment, and no pressure—just an opportunity to discover what’s possible when you take control of your professional future.

---

About Your Career Revolution

Our mission is to help individuals explore self-sufficiency as an alternative career.

We help them define their Income, Lifestyle, Wealth, and Equity goals and provide education on the best ways to achieve them. We don’t sell franchises – we help people achieve their dreams of self-sufficiency through business ownership. The approach is different, the experience is different. And it works.

Order on AMAZON

Learn More About Career Ownership Coaching™