As 2025 unfolds, “organizational streamlining” has become a defining theme across industries. From multinational corporations (MNCs) to SMEs in emerging markets like Vietnam, companies are rethinking their workforce strategies to stay lean, agile, and cost-effective. But this time, the impact reaches beyond frontline roles — mid-level managers, once seen as the backbone of corporate operations, are increasingly at risk.
Why Are Mid-Level Roles Being Let Go?
According to Ms. Dang Ngoc Thu Thao, Operations Manager, Staffing & Outsourcing Services at Manpower Vietnam, this shift is driven by a combination of factors:
Rising personnel costs: Mid-level managers are typically paid one to two grades higher than junior staff. In times of budget tightening, this pay differential becomes a target for cost-cutting.
Outdated leadership style: Many managers still cling to rigid, top-down leadership styles, and struggle to adapt to more agile, collaborative, or data-driven ways of working.
Lagging in digital adoption: As AI, automation, and technology tools reshape the workplace, those who fail to adapt risk becoming disconnected from how modern businesses operate. According to the Experis CIO 2025 Outlook, the most sought-after tech skills in recruitment are cybersecurity (46%), artificial intelligence (35%), and cloud computing (34%).
Shifting organizational structures: Leading companies like Google, Spotify, and Netflix are adopting flatter, more decentralized models. By removing unnecessary layers, they speed up decision-making — and reduce reliance on middle management.
Evolving expectations from employers: Today’s employers look beyond expertise and experience—they seek adaptability, innovation, and the ability to lead through changes. Mid-level managers are now expected to be multi-skilled, tech-savvy, and resilient in the face of disruption.
Given the severe challenges, a few companies have even presented mid-level managers with a tough choice: accept a demotion and pay cut, or leave the organization. Yet whichever path they take, affected employees are facing extraordinary hardship.
Mid-career Job Hunt: A Growing Struggle
The wave of downsizing has left many workers with virtually nothing. Some employees shared that they were abruptly laid off after decades of service. Many also spoke of the uphill battle of job hunting after the age of 40. “After being let go, I applied to nearly 40 positions but received no response. The few responses I received offered salaries a third of my previous role – with more pressure.” For many, the inability to secure new employment has led to profound psychological and emotional impact.
Losing a job in today’s cutthroat market leaves many professionals feeling deeply shaken. Employers are increasingly favoring younger candidates who are more fluent in foreign languages, tech-savvy, and open to flexible pay structures. Some mid-level managers are left with little choice but to switch industries or take junior roles just to stay afloat.
What Mid-Level Managers Should Do?
Experience alone no longer guarantees job security in today’s fast-changing employment landscape. Here are the key steps Thao Dang recommends for mid-level professionals:
Continuously upskill: Regularly enhance your technical, professional, digital, and soft skills.
Embrace digital tools: Leverage the latest technologies to boost your productivity.
Cultivate flexibility: Develop a versatile mindset by mastering multitasking and adapting quickly to change.
Reposition strategically: Reevaluate your compensation expectations to align with today’s market—even if it means taking a 20–30% pay cut.
Explore the Career Toolkit for resources on how to re-enter the labor market.
Key Takeaways for Employers
From a workforce solutions perspective, Manpower Vietnam advises organizations to:
Re-assess mid-level roles: based on broader skill sets, cross-functional experience, learning agility, adaptability, and future potential – not just current performance. Many are also open to hiring qualified foreign professionals if they bring relevant expertise.
Invest in reskilling mid-level professionals, especially in digital skills and leadership capabilities before rushing to cut mid-level managers.
Strategical planning: restructuring mid-level management is a strategic step as companies adapt to the digital age. Though not without challenges, it’s also a chance for mid-level professionals to refresh their skills and realign their careers. For companies, streamlining doesn’t mean cutting - it’s about placing the right people in the right roles at the right time.
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