How to Avoid Mid-Level Manager Neglect

The studies are alarming. Less than half of mid-level managers are satisfied with their work-life balance. And yet it is on your mid-level managers that the success of your organization depends. What is wrong and what can you do about it?

1. What is wrong: Research from leadership training programs describes the source of mid-managers’ discontent as being caught in a vise—pressured by the expectations of both the executives and their line employees. They are expected to produce per executive mandates but do not have the power or resources to yield needed results. They feel underappreciated and stuck in their career.
2. What you can do:

• Create clarity.  About their objectives, how their success will be measured and how you will support them.

• Provide opportunities for their development. Focus on areas that will help them succeed in their current and potential future jobs.

• Give them hope of advancement. As their leadership capabilities grow provide a roadmap for them to fulfill their career aspirations.

• Recognize their accomplishments. Learn what makes them tick and reward them in a way that makes sense to them and your company culture.