Stuck in the Middle (Manager) Role?

In companies focused on innovation, like those who are growing, developing new technologies or adapting them, career opportunities seem to be everywhere. And their middle managers are playing key roles in keeping teams, projects, and timelines together.

In companies focused on staying open for survival, those same career opportunities don’t seem to be available. And their middle managers have a much different focus with employee engagement, challenging economic conditions, and reduction-in-workforce initiatives. Those middle managers may even be tasked with picking up the slack of a leaner workforce.

These are two very different scenarios for the same job. Which leads us to ask: what is the reality of the middle manager role, and how do we help them be successful and fulfilled at their job?

This year we have been asking clients, peers, and talent experts how middle managers fit into their companies. Approximately 75% stated the role of middle manager was created to retain great talent by providing them with career advancement. This sounds like a positive outcome for both the manager and company.

BUT…

When we speak to current middle managers, certain trends appear. They are frustrated by a lack of training for their new responsibilities. They feel ill equipped to engage employees. And they are under constant stress to balance their continued individual contributor duties while managing their team. Bottom line, this “promotion” doesn’t seem worth it. And these newly minted leaders can feel stuck.

What we know (and have written about before) is that managers need to be given opportunities to learn new skills like delegation, giving clear direction, strategic planning, coaching, and managing performance. Because their job comes with responsibilities in all these areas. We feel like executives are forgetting that these skills are hard to learn and difficult to implement.

Here’s a thought for the role of middle manager.

What if we treated promotions with a big AND as part of the package?

You get a pay raise AND new responsibilities to retain your talent AND you get appropriate training to teach you the skills you need to be a valuable and productive leader.

The companies we work with who approach promotions with the AND as part of the package continue to see growth, employee retention and satisfaction. They set their employees up for success that directly contributes to their bottom line.

Using the AND approach to support their employees helps companies:

• Accelerate change with skilled middle managers that brings the team along and effectively manages critical timelines.
• Reduce rework as effective middle managers quickly understand the scope and clarity needed for their teams to do the work once.
• Enhance collaboration as managers proactively build partnerships with others who will help move the work forward instead of being roadblocks.
• Grow talent by spending time with their teams teaching them to do the work. This also increases productivity as more well-trained hands and brains can deliver more results.

By understanding that retaining talent isn’t just a job title and more money, companies that include a supportive development program set themselves up for long-term success.

Let us help you keep your top talent AND build their skills AND let them drive the results needed for your company’s success!