Summary of Key Points
This article reveals the disruptive impact of AI on the workplace structure: AI does not start by eliminating positions from the bottom up; instead, it targets middle management first, as their core role—information processing—is perfectly suited for automation. Junior positions are not eliminated, but their tasks are reorganized (from execution to coordination by AI). The illusion of safety among senior managers is shattered as the middle layer disappears. Only a few senior executives with the ability to take responsibility, build relationships, make informed decisions in unexpected situations, and communicate effectively can truly remain secure. Ultimately, the workplace structure becomes dumbbell-shaped, with a narrow top, high barriers at the bottom, and a collapsed middle layer.
Detailed Analysis
1. Junior Positions: Jobs Are Not Gone, but Their Nature Has Changed — From “Executors” to “AI Coordinators”
Many believe AI will eliminate junior positions, but this is not the case. Instead, AI redefines the tasks associated with these roles. The job titles remain the same, but the responsibilities have changed significantly. For example, those who used to write copy for advertisements now oversee AI-generated content and perform final reviews; those engaged in basic development work now operate AI programming tools and make architectural decisions.
For instance, on an e-commerce platform, 78% of product descriptions are generated by AI, with only human reviewers needed for quality control. An operations manager can handle the workload of four previous copywriters. Design studios that used to employ eight people now have only two, one of whom is primarily responsible for training the AI to produce visual content.
However, there is a harsh consequence: New entrants face fewer opportunities for advancement. In the past, graduates could gain experience by writing basic code and organizing reports; now, these tasks are automated by AI. Companies no longer need new employees with only basic skills and are unwilling to invest in their training. Data shows that demand for traditional front-end and back-end development positions has decreased by 52%, and the number of entry-level middle-management positions has been reduced by 20%. Middle-level workers earning between 5,000 and 8,000 yuan per month are particularly affected: they cannot compete with AI in terms of efficiency and cannot move up to more senior roles, leaving them stuck in a middle ground.
2. Middle Management: The Prime Target for AI — Information Processing Tasks Are Automated Completely
Middle management is the hardest hit by AI, as their core functions—information dissemination, cross-departmental coordination, task allocation, and performance evaluation—are precisely what AI excels at.
Companies like Baidu have unified job titles into a numerical system, with evaluation criteria focused solely on solving complex problems. Alibaba has eliminated traditional hierarchical structures, while Tencent and JD.com have reduced management levels. A North American e-commerce company uses AI to generate daily reports directly for senior executives, reducing the number of product operation managers from 12 to 2.
What’s more alarming is that promotion pathways are cut off. In the past, career progression was clear: from entry-level roles to team leaders and then to managers. Now, the middle levels have been removed, creating a gap between frontline employees and senior executives. Frontline workers face significant pressure; those who cannot keep up with AI’s pace are quickly eliminated.
3. Senior Management: Is Safety an Illusion? — Only These Four Factors Can Provide Protection
The perceived safety of senior managers is based on their access to information. In the past, middle management filtered and presented data to senior executives, allowing them to make informed decisions. With AI, all data is made available directly, eliminating this advantage.
Truly secure senior managers possess four qualities that AI cannot provide:
- Responsibility: AI cannot sign contracts or face legal consequences for mistakes; humans must take responsibility.
- Relationship Networks: Effective communication with governments and industry leaders is crucial for success (something AI cannot replicate).
- Informed Decision-Making in Unpredictable Situations: While AI can analyze historical data, human intuition is valuable when dealing with unprecedented events like pandemics or geopolitical conflicts.
- Communication Skills: Corporate culture relies on storytelling, which AI can interpret but not create. Strategic meetings and crisis communications require human presence.
Those senior managers who rely solely on their experience and access to information are no different from the middle management being laid off. Amazon’s 77% profit increase while laying off 30,000 employees is a clear example of this.
4. The Workplace Becomes Dumbbell-Shaped: Narrow at the Top, High Barriers at the Bottom, with a Collapsed Middle Layer
The workplace structure in the AI era is not pyramid-shaped but dumbbell-shaped:
- Top: A very small number of senior managers with the required skills (much narrower than previously imagined).
- Bottom: A large group of “AI-enhanced individuals” who can perform multiple roles traditionally held by teams. These positions account for 18.6% of new hires, and those with AI skills earn significantly more (up to 56% higher salaries), but the entry barriers are increasingly high.
- Middle: A collapsed layer: McKinsey predicts that 40% of middle management positions will be automated by 2027, and the World Economic Forum suggests that 40% of job skills will need to be redefined within five years. The current four-year university education cycle is insufficient to keep up with rapid AI advancements, leading to a mismatch between skills and market demands.
Final Conclusion
AI does not start by eliminating positions at the bottom but targets middle management first. Once the middle layer is eliminated, senior managers find themselves on a weaker foundation. Their perceived safety is merely a temporary advantage, as they no longer have the same information advantages. For ordinary workers, the only options are to become AI-coordinated specialists or develop core skills that AI cannot replace (responsibility, relationships, decision-making, and communication). Otherwise, they risk getting trapped in the collapsed middle layer of the workplace.