Operations Manager Crisis in 2025 (and How to Fix It)
If you open Indeed right now, and search Operations Manager, there are a TON of openings compared to previous years. In 2025, operations manager job openings are everywhere. There’s an explosion of positions waiting to be filled.
Though this might be a good sign for people looking to get into this career, I see it as a potential red flag. Why is it that so many companies can’t seem to find the right person for the job?
Too Many Openings, Not Enough Talent
In 2025, there are more job openings for operations managers than ever before. BUT companies are struggling to fill them. This isn’t just an inconvenience; it’s a major problem. Operations manager job openings increased by 15% in the past year alone. (US Bureau of Labor Statistics) and filling operations roles has become one of the biggest hiring challenges in recent years. (Forbes)
So, why aren’t people applying? And why does it feel like the perfect candidate is always out of reach?
What We Think Is Going On
The Skill Gap | The skills required for a modern operations manager are more complex than ever. From tech tools to managing remote teams, finding someone who has it all is a tall order.
Burnout in the Role | The operations manager role has become a grind. Long hours, constant problem-solving, and little appreciation have driven many candidates away. It's a thankless occupation. They handle the daily fires and ensure things run smoothly, but rarely get the credit when everything works out. (Harvard Business Review)
Poor Compensation | Operations managers are often underpaid for how much they’re responsible for. When they don’t feel valued, they leave. (Forbes)
Oh, this definitely effects you…
This isn’t just a hiring problem. If you’re struggling to fill an operations manager position, a couple things are going to happen. With no one to manage processes, things grind to a halt, your team has to pick up the slack, and then they burnout, make plenty of mistakes, and low morale hits everyone. When operations are inefficient, it eats into your bottom line.
Some (Maybe Modern?) Solutions
The world of operations management has changed. If you're still thinking that working 24/7 is the “hard work” standard, you might be overlooking the realities of your team. It’s time to break free from the mindset that pushing people harder equals better results. Here’s how you can fix things:
1. Offer Better Pay (and Recognize the Work)
Stop pretending that “salaries are fine” when your operations managers are drowning in tasks. They’re the unsung heroes who keep everything running, yet too often their pay doesn’t match their level of responsibility. Pay them what they’re worth. Competitive pay keeps talent and shows you value the grind they put in.
But don’t stop at the paycheck, recognize their work. Whether it’s a shout-out in a meeting or a small token of appreciation, remind them that their efforts matter. If the role feels like a “thankless occupation,” that frustration builds over time, pushing good people away.
2. Simplify the Role (Yes, You Can Do That)
You might believe that the more hours they work, the better the results. But here’s the truth: burnout kills productivity. When your operations manager is drowning in a mountain of tasks, nothing gets done well. Instead of throwing more at them, look at what can be simplified or automated.
Operations managers don’t need to be glued to their desk all day. If you expect them to keep things running smoothly without a break, expect high turnover. Set realistic expectations and stop romanticizing "always being on the clock." People aren’t robots. They need time to recharge to do their best work.
3. Focus on Realistic Work-Life Balance
It’s easy for CEOs to say, “I worked 100-hour weeks to build this company, and so should you.” But the truth is, not every employee wants to (or should have to) sacrifice their personal time to “prove” their commitment. Working smarter, not longer, has become the new norm.
For your operations managers, encourage flexibility. Remote options, a clear-cut work schedule, or simply respecting personal time can go a long way. The best employees are the ones who can live their lives and still bring their A-game to work. If you’re stuck on the idea that long hours mean success, you’re missing the bigger picture. Happy, balanced employees are more productive, and more likely to stay around for the long haul.
4. Invest in Training and Growth
You can’t expect a well-rounded operations manager to appear out of thin air. The truth is, your company needs to develop the talent from within. Not every employee will have the skills they need from day one, but with the right training and growth opportunities, they can evolve into the perfect fit for your operations needs.
Creating pathways for promotion, development, and skill-building within your company shows your team you’re committed to their growth. And when they see a future with your company, they’re less likely to jump ship.
5. Take Responsibility for Your Culture
You set the tone. If your company’s culture glorifies overworking and neglecting personal life, that’s what you’ll get. Fixing the problem means creating a culture that values work-life balance, efficiency, and respect for employees’ time. If you want to keep great talent, show them you care about their lives outside of work.
Employees can feel when they’re being treated like expendable tools. They can also feel when their well-being is a priority. Treat your operations managers with respect, and they’ll help you fix those empty positions.
If you’re facing a sea of operations manager job openings, something is broken in your hiring, your company culture, or your pay structure. Fix it now before this problem keeps growing.