Middle Managers: Unsung Heroes

In today’s workplace, middle managers face a myriad of challenges. Middle management is an essential yet stressful role within organizations. These managers face pressures from above and below, and in many firms they lack empowerment and are pressured to deliver results quicker and profitably, leading to decisions that make them unpopular and unappreciated.

The findings of a new?McKinsey Global Survey?of middle managers reveals that several organizations may be unintentionally hindering middle managers’ ability to perform their duties. Middle management is a wide-ranging job that requires managers to spend a large portion of their day handling nonmanagerial work and navigating organizational bureaucracy rather than focusing on the most important role at an organization: cultivating/promoting talent. Developing employee talent takes time, resources, and strategy – and a savvy middle manager to link all three to provide value to the organization.

Good managers with strong team relationships, which are inclusive and diverse, can lead their teams to higher performance, more efficient operations, and provide the bridge between corporate vision and execution. Positive manager-employee relationships lead to higher job satisfaction and a more inclusive work environment. But research continues to show that managers do not have the time or resources to reinforce these relationships. What is needed from senior management to support these managers to focus on promoting talent is decreasing bureaucratic work and providing incentives to motivate successful teams.

Let’s give kudos to middle managers as unsung heroes! Celebrate their contributions as individuals who bridge the gap between senior managers and the front line employees, translating the company's vision into actionable plans and goals.

Bonnie Ohri