The Surge in Managerial Spans Sparks Debate (Image Credits: Pixabay)
Organizations worldwide reshaped their structures in recent years, thrusting managers into roles with expanded teams and heightened demands.
The Surge in Managerial Spans Sparks Debate
Average team sizes under managers climbed from 10.9 direct reports in 2024 to 12.1 in 2025, according to a Gallup survey drawing on Bureau of Labor Statistics data.
Thirteen percent of managers now oversee 25 or more employees, up from prior years. This expansion, dubbed the “Great Flattening,” stemmed from leadership turnover, targeted layoffs in middle ranks, and AI advancements that diminished the need for extra oversight layers. Proponents hailed the changes as a correction to previously bloated hierarchies, while critics highlighted risks of overwhelmed leaders and disengaged staff. The trend persisted across sectors, signaling a permanent shift in how companies operate.
Experts noted immediate upsides like cost savings and quicker decisions, yet warned of downstream issues when roles evolved without proper redesign.
Burnout Risks in the Supermanager Role
Managers facing larger teams often shifted from proactive planning to constant firefighting, fostering chaos across departments. Jennifer Dulski, CEO of Rising Team, observed that every manager could now step into this supermanager position with the right adjustments. Michele Herlein, a leadership expert with a doctorate in business administration, emphasized that burnout in one leader ripples outward, affecting entire units. Leena Rinne, vice president at Skillsoft, managed 80 direct reports in a past role and found it demanded laser-focused vision over routine check-ins.
Organizations frequently flattened structures but neglected to equip leaders with necessary skills or tools.
Rinne pointed out that pressure alone fails to yield efficiency without training, clarity, and strategic support from above.
Rethinking Support for Sustainable Leadership
Dulski, with experience at Yahoo, Google, and Facebook, advocated for optimal spans of five to seven reports, extendable to 10 or 12 using technology. Success hinged on prioritizing clarity in goals and compassion in interactions, much like elite coaches who define victory and then empower teams. AI tools promised relief from administrative burdens, yet experts stressed they complemented, rather than replaced, human elements. Without development resources, disengagement worsened, as Gallup data already revealed widespread workforce detachment.
Rinne captured the limitation succinctly: “You can’t flatten your way to growth.”
Strategies to Excel as a Supermanager
Hybrid work, cost controls, rapid decisions, and AI further entrenched the supermanager model. Leaders adapted by emphasizing transparent communication and fewer, sharper objectives over micromanagement. Here are key practices drawn from expert insights:
- Delegate administrative tasks to AI and systems, freeing time for high-impact coaching.
- Set crystal-clear visions and roles to minimize confusion in large groups.
- Foster compassion through selective, meaningful connections rather than constant oversight.
- Seek organizational investment in training before committing long-term.
- Monitor personal burnout signals and exit unsustainable setups.
Herlein reinforced that no leader thrives in isolation without broader backing.
Key Takeaways
- Spans of control grew amid layoffs and AI, averaging 12.1 reports per manager in 2025.
- Success requires clarity, compassion, and tools – not just more pressure.
- Organizations must invest in leader development to avoid turnover traps.
The supermanager era demands intentional evolution in leadership styles, blending technology with empathy for lasting impact. What strategies have helped you manage larger teams? Share in the comments.
