In 2025, the risk of “manager crash” is real—and not-for-profit leaders must take note. According to Atlassian’s recent article [READ IT HERE], middle managers are facing unprecedented levels of burnout, disengagement, and pressure, driven by years of pandemic-related disruption, shifting work models, and insufficient institutional support.
Why It Matters
Managers are the linchpin of any organization. In the not-for-profit sector, where resources are often stretched and missions are deeply people-focused, the wellbeing of managers directly impacts team morale, service delivery, and community outcomes. When managers burn out, the ripple effects can be severe—leading to higher staff turnover, reduced productivity, and diminished impact.
Key Risks
The article identifies “psychosocial hazards” as major contributors to manager burnout. These include unmanageable workloads, unrealistic deadlines, and a lack of psychological safety. Managers are 36% more likely than non-managers to report burnout and 24% more likely to consider quitting within six months.
What Not-for-Profits Can Do
- Address Workload Pressures: Reassess expectations and redistribute responsibilities to ensure workloads are sustainable.
- Foster Psychological Safety: Create environments where managers feel safe to speak up, ask for help, and share concerns without fear of judgment.
- Invest in Support Systems: Provide access to coaching, peer networks, and mental health resources tailored to the unique challenges of not-for-profit leadership.
- Redefine Success: Shift from a culture of constant urgency to one that values long-term impact, collaboration, and wellbeing.
The Bottom Line
Avoiding a manager crash isn’t just about protecting individuals—it’s about safeguarding the future of your organization. By proactively supporting your managers, you’re investing in the resilience, effectiveness, and sustainability of your mission.