Why Managers Are Burning Out Fast
It’s not easy being in the middle.
Managers sit in one of the most demanding spots in any organisation—caught between senior leadership’s expectations and their team’s needs. They’re the bridge, the translator, the motivator, and often, the emotional buffer.
And lately, that middle ground is feeling heavier than ever.
The Reality of the “Middle Layer”
Managers are expected to deliver results, drive engagement, support wellbeing, and stay calm under constant pressure. But while they’re supporting everyone else, who’s supporting them?
Many managers describe the role as isolating. They’re too senior to lean on their team, but too close to the ground to disconnect from the daily stress. Add to that shrinking resources, complex psychosocial risks, and blurred boundaries—and burnout starts to feel inevitable.
The Signs Are There
It doesn’t always look like a breakdown. Sometimes, it’s quieter:
A leader who stops showing enthusiasm.
Someone constantly “fine,” but emotionally checked out.
The manager who works through lunch because there’s “no time to stop.”
They’re holding the team together—but falling apart quietly.
Why It’s Happening
The middle layer often absorbs pressure from both directions.
Senior leaders set ambitious targets.
Teams rely on them for guidance, motivation, and support.
HR counts on them to deliver cultural change and wellbeing initiatives.
It’s no wonder managers are feeling the squeeze. Without structured support, even the most capable leaders will reach their limit.
What They Need Most
Managers don’t need more pressure—they need permission.
Permission to ask for help.
Permission to rest.
Permission to prioritise their own wellbeing without guilt.
Tools like Mental Health First Aid (MHFA) and Recognise, Respond, Refer (RFA) can help by giving leaders the language and confidence to support others and themselves. But equally important are:
Regular check-ins focused on their wellbeing.
Access to peer support networks.
Senior leaders who model vulnerability and balance.
Breaking the Silence
Let’s start acknowledging that leadership can be lonely—and that’s okay to admit. Creating safe spaces for managers to talk about stress and burnout doesn’t make them weak; it makes them sustainable.
Managers are the heartbeat of any workplace culture. If they’re burned out, disconnected, or unsupported, it doesn’t just affect them—it flows through the entire organisation.
So, before we talk about building resilient teams, let’s make sure we’re building resilient leaders too.
Because the “lonely middle” doesn’t have to stay lonely.