The Struggle of Middle Managers That Nobody Talks About

Have you ever felt like you're constantly caught in the middle at work?

You answer to your boss, but you also lead a team.

You manage projects, but you delegate tasks.

For all middle managers, this constant role-switching is a reality that they can never escape.

The Problem

Today, we have a lot of career advice and training programs on the internet.

But most of them focus on either leading or following.

This leaves out middle managers who experience both.

Middle managers constantly shift between high-power interactions with subordinates and low-power interactions with superiors.

This constant “vertical code-switching” leaves them extremely exhausted.

The Impact

Studies show that in comparison to their colleagues at the top or bottom of the hierarchy, middle managers experience higher rates of

→ stress,

→ anxiety, and

→ even depression

This is due to the conflicting demands and expectations placed on them.

Imagine switching from a brainstorming session with your team (high-power) to a performance review with your boss (low-power) all in the same day.

It's no wonder middle managers get burned out so quickly.

The Solution(s)

Here are some strategies middle managers can use to navigate it:

1. Self-awareness: Recognize when you're code-switching and the impact it has on you. Pay attention to how interactions with different levels affect your energy and communication style.

2. Scheduling: Plan your day strategically. Group meetings with similar power dynamics together to minimize mental shifts.

3. Communication Techniques: Develop clear and concise communication styles that can be adapted slightly depending on the audience. Focus on the message and desired outcome.

4. Scripting: For particularly challenging interactions, consider developing a mental script or talking points beforehand. This can help maintain focus and clarity.

5. Building Relationships: Invest time in building trust and rapport with both superiors and subordinates. This fosters a more open and collaborative environment, reducing the pressure to perform a specific role.

6. Organizational Culture: Advocate for a more egalitarian organizational culture where open communication and respect are emphasized. This can lessen the need for dramatic code-switching.

Remember, middle managers are an invaluable asset and they can become more effective leaders when we acknowledge their struggles and appreciate their efforts.

How do you manage the vertical code-switching at your workplace? Share your tips below.