Middle managers are the two main determining factors of success in organizations. They act as a kind of link between top management and frontline staff, thus turning strategic goals into practical work. However, these individuals are at times also facing unprecedented circumstances that affect them badly regarding their job performance and satisfaction. Thus, middle managers should be better supported so that they may enhance both their performance and job satisfaction.
Middle managers: Understanding the role
The middle manager handles employees, devolves various strategies, runs day-to-day operations, and is proactive in implementing details of strategy and direction set forth by the head of an organization. For instance, while the Institute of Leadership & Management studied, it was reported that 60% of middle managers claim they are overwhelmed with responsibility, hence a call for better support systems to make them thrive.
Challenges Facing Middle Managers
The biggest challenge that usually faces middle managers is that of different expectations from either top management or their teams. Sometimes, they become situationists who have to align the organizational goals with the needs of their employees. This will put pressure and a risk of burnout on them and further deteriorate their job performance and overall well-being.
In addition, most middle managers are under-skilled to manage their direct reports properly because they lack training and resources. Gallup carried out an investigation and found that only 30% of employees strongly agreed that their manager is skilled in people management. Training and development of middle managers are, therefore, the need of the hour.
Training and development programs might be one of the best investments in middle managers’ capabilities. Workshops, seminars, and online courses on leadership capabilities, conflict resolution, and effective communication can be provided to help upgrade their capabilities. This will make the middle manager more effective as the leader of companies.
Mentorship programs can also be helpful. It is through the practice of matching less experienced mid-managers with their more experienced professional counterparts that knowledge gets passed on and skills are acquired. Being able to enjoy such a relationship helps boost one’s confidence and know how to handle rough workplace politics.
Promotion of Efficient Communication
Open communication is the best thing to create an amiable climate for middle managers. Organizations need to have a work culture where every level of staff has the opportunity to give feedback to anyone and everyone. The middle managers should meet upper management consistently so that they feel important and heard. These meetings should center on difficulties experienced and solutions that can be provided.
Additional help will come about through forums where middle managers can voice their opinions. A peer support group or a time each month for meeting with other middle managers to discuss common issues and best practices to share, with collective brainstorms, will prove helpful.
Having Adequate Resources
Proper management of the teams requires middle managers to be adequately equipped. They need technology tools for streamlining procedures and enhancing communication inside teams. Investment in project management software or a collaboration platform can increase productivity and will help decrease the level of stress middle managers experience.
Having the administrative support also saves much time for the middle managers from going down the pit of paperwork or mundane operations so they can divert such priceless time to focus on leadership responsibility rather than getting bogged down in paperwork or mundane tasks. This shift gives them more opportunities to concentrate on strategic initiatives that bring success within the organization.
Rewarding Achievements
Recognition is essential for motivating employees, which may extend to the middle managers too. This is because of the fact that an employee receives appreciation for the efforts rendered, making him/ her feel that he/ she belongs to the organization. Hence, organizations should introduce recognition programs that recognize the achievements of people as well as the success of a team.
According to O.C. Tanner Institute, for 79%, lack of appreciation is a major reason cited by the workers for quitting their jobs. The organization can begin to improve retention rates and build a healthy workplace by regularly recognizing the efforts of the middle managers.
Promote Work-Life Balance
Most of the time, middle management roles carry a heavy load of long working hours and huge expectations, and without proper management, it can create burnout. Encouraging work-life balance by employing flexible work arrangements within the organization wherever possible is highly suggested. Sometimes, that is enough to permit remote work or flexible working hours for middle managers to be able to juggle their personal life alongside professional responsibilities.
Most importantly, there should be a publicizing of mental wellness instruments. Counseling or wellness programs may help middle managers cope more effectively with stress and maintain a general level of wellness.
Supporting the middle management team is the key to developing an organizational culture that thrives at its best. Organization development through the commitment of resources to training and development programs, open communication, provisioning needs, recognizing successes, and promoting work-life balance, for example, empowers middle managers to perform to their full potential.
Well-supported middle managers will have a spillover effect on the next level of performance, moving on from individualist effect to team morale and, ultimately, the organization as well. As companies navigate increasingly complex business environments, they will have to put an increased priority on the needs of their middle managers if sustainable growth and innovation are to happen. Organizations will better the effectiveness of their middle management and give a possibility for a better workforce preparing for future challenges.
