Kent Ingle, president of Southeastern University and author of leadership books, discusses the importance of middle managers in an organization. Middle managers are responsible for recruiting talent, developing teams, and optimizing performance. However, they often face pressure from upper leadership and frontline workers when communication breaks down. Middle managers hold the key to unlocking an organization’s potential, with Gallup’s State of the Global Workplace: 2023 Report attributing 70% of team engagement to managers.
Despite the critical role middle managers play, a UKG survey found that nearly half of managers are likely to quit their jobs due to work-related stress. To support middle-level management, Ingle suggests three ways for upper-level leaders to provide assistance. Firstly, leaders should align expectations by having clear communication with middle managers about goals, metrics, and day-to-day operations. Regular meetings can help ensure that everyone is on the same page and milestones can be celebrated.
Ingle also emphasizes the importance of evaluating the experience of managers. Middle managers often feel pulled between leadership expectations and employee needs, which can lead to burnout. By discussing workload and mental health with managers, leaders can help create a positive environment that supports them. Identifying recurring issues can inform a plan to empower middle managers and promote their well-being.
Furthermore, leaders should cultivate learning pathways for middle managers. Just as professional sports teams hire experienced coaches, companies should provide training opportunities for managers before and during their tenure. Only 48% of managers believe they have the necessary skills to excel in their roles, highlighting a need for ongoing development. By offering professional development opportunities, organizations can demonstrate their investment in middle managers’ success.
Ultimately, success or failure often falls on the shoulders of middle managers. Instead of focusing on avoiding failure, leaders should focus on helping managers succeed. By listening, encouraging, empowering, and building up middle management, organizations can unlock their full potential. Middle managers are the gatekeepers to organizational success, and investing in their development is crucial for long-term growth and prosperity.
