Despite years of predictions about their demise, middle managers still account for a growing share of the U.S. labor force. Yet the conversation around their future has shifted. AI and organizational flattening have made them a target again; this time a more plausible target.

Gartner forecasts that by 2026, one in five companies will use AI to eliminate over half of their middle management roles. Still, recent research suggests writing them off entirely may be shortsighted. 

Rather than removing the layer, companies are quietly rewriting its function. Middle managers, once seen as bottlenecks, are increasingly being recast as translators—between strategy and execution, between humans and machines. According to Harvard Business Review, HBS researchers Raffaella Sadun and Jorge Tamayo, say the role is becoming more facilitative than supervisory. Managers are expected to coach employees through ups killing and adoption of new technologies, not just track performance or enforce compliance. 

This redefinition reflects broader changes in how work is organized. Tools like Slack, Jira and generative AI are streamlining coordination, while video and digital forums connect leadership directly with the workforce. What’s left is a different kind of management: one that prioritizes alignment over authority, and integration over instruction. 

Rather than measuring success through control or headcount, the emphasis is shifting to how well managers help teams navigate change, reallocating resources, integrating feedback and translating strategic shifts into practice. In this model, fewer managers may be needed, but the ones who remain take on more complex and collaborative roles.