Why organisational clarity suffers when middle layers vanish
In today’s pursuit of speed and efficiency, many companies are cutting layers of middle management. According to Korn Ferry, 62 percent of organisations are actively flattening their structures (Korn Ferry, 2022).
The goal is often to reduce bureaucracy and accelerate decision-making. In practice, it is not just headcount that fades away; direction, alignment, and continuity also begin to diminish (Gratton, 2011).
At DRI, we see this impact every day. Especially in family-owned businesses and founder-led firms, the removal of middle managers creates silent strain at the top and uncertainty across the team,
What Gets Lost Without the Middle
The middle layer is not just operational. It is the bridge between strategy and execution. It holds context, translates vision, and supports rising talent. When this layer is removed, several critical things begin to break down:
1. Leadership capacity collapses
Senior executives are taking on tasks that were previously filtered, which leaves them overstretched and distracted from strategic planning (Hayward, 2019).
2. Alignment unravels
Middle managers are often the culture keepers. Without them, teams interpret direction differently, and inconsistencies multiply (Balogun & Johnson, 2004).
3. Succession weakens
Without visible growth paths or mentorship, emerging leaders have nowhere to stretch. The future bench goes cold, and succession planning stalls (Carmichael, 2023).
How DRI Supports Realignment
At DRI, our work focuses on coaching, alignment, and continuity. We help leaders recalibrate after structural shifts. Our programs are designed to restore capacity and clarity, especially in times of transition.
Here is what that includes:
- Executive coaching for leaders managing complexity and role overload
- Leadership development for executives who need to regain strategic focus
- Strategic leadership development programs that connect individual growth with business needs (Day et al., 2014)
- Succession planning for leadership continuity that prepares future-ready talent (Conger & Fulmer, 2003)
- Organisational alignment frameworks to rebuild clarity across levels
Our goal is to ensure that when structure shifts, leadership remains strong.
From Structure to Strategy
Cutting roles may make an organisation leaner. But lean without clarity leads to drift.
Succession planning must evolve. It cannot rely on informal pathways when the paths no longer exist. Leadership development must be intentional (Day & Dragoni, 2015).
Is Your Leadership Team Managing or Merely Coping?
If your team feels busy but misaligned, this is not a performance issue. It is a structural signal. Coaching creates space to think, reset leadership roles, and strengthen direction across the board.