It’s also imperative to recognize the changing dynamics in today’s workplaces, and to address the challenges of middle management before we lose this segment of the workforce entirely. Given the shared sentiments of Gen Z workers, many have expressed disinterest or an unwillingness to take on middle management jobs – and it’s hard to blame them. Due to high rates of anxiety within Gen Z and a core belief that one’s career does not define them, there’s a real risk that as current middle managers retire or move on, companies may be unable to easily replace them. Fast Company recently reported that “many companies could be facing a “manager crash” this year that would have far-reaching effects, particularly if younger employees don’t want to step into those roles”.

It’s time to shift our focus to the value of our middle management, and to engage them in a way that uses their influence and insight to drive positive change.

 

Proper Management Support Leads to Engagement

A crucial aspect of middle management is the role they play to bridge the gap between employees and leadership. Whether they like it or not, companies rely on middle management to do a lot of important communications work. For example, it often falls on middle managers to relay messages from the top to the everyday employee. These messages are often critical – perhaps it’s communicating a reduction in force, a change in leadership, or a major process change. The way these messages are delivered can be the difference in employee engagement, and ensuring consistency in delivery is paramount.

It’s both unfair and unrealistic to expect middle managers to deliver important, difficult, or nuanced messages without proper training and context. It would behoove leadership to develop communication plans that are thoughtfully planned and executed, engaging these managers early in the process. Middle managers must be trained to represent the company effectively, while also maintaining empathy for employees. This isn’t always easy and providing training and setting expectations will ensure managers feel equipped and ready.

 

 

Steps for creating efficient training:

1. Clearly define the message being delivered and the key points to be conveyed. Let the managers connect to the “why” so they themselves understand what they’re saying, and why it’s happening.
2. Create space for managers to ask their own questions, as a lack of understanding can convolute the message. Hearing questions from your managers can also provide opportunities to refine the message for more clarity and transparency.
3. Provide a list of potential questions they may be asked by employees and share sample responses. Better yet, role play how a conversation could play out, training managers how to respond in the heat of the moment.
4. Provide examples of what “not to do”. For example, coach managers to refrain from saying things like “I totally disagree with this but…” or “I didn’t make this decision, don’t ask me…”.
5. Set deadlines for delivering the message and empower managers to handle the rest.

Investing time in training your managers will always pay off. When managers are properly trained, especially when it comes to delivering difficult messages, they are more likely communicate directly and empathetically.

 

The Importance of Empowering Middle Managers

One of the quickest ways disenfranchise middle managers is to constrain them. They aren’t just minions for higher level leadership – they are independent thinkers and representatives of an organization and empowering them to lead is the quickest way to maximize their talent. According to McKinsey & Company, “we need to view middle managers as being at the center of the action. Without their ability to connect and integrate people and tasks, an organization can cease to function effectively”. Here are 3 easy ways to empower your managers now:

1. Regularly ask for feedback. Because your middle managers are at the center of the action, ask them how things are going. Yes, it’s that simple! If a new policy or process was recently rolled out – get their feedback! A manager’s insight is informed by those they manage, and that’s a perspective an executive team may not have. Empower your managers to freely share feedback and take their concerns and ideas seriously.
2. Engage them in solutions. If your organization is undergoing change, your managers have a unique understanding of the various impacts change can have. Rather than simply ask your managers to implement decisions made without their input, consider asking them to be involved in the solutions. Give a middle manager the opportunity to develop a plan; trust their guidance and their instincts and empower them to implement solutions that have reach beyond their immediate team.
3. Remove roadblocks. One of the most frustrating challenges managers face are outdated processes or tasks that make it more difficult to do their job. Actively identify opportunities to simplify and streamline – perhaps that means eliminating a meeting that isn’t particularly productive or automating tasks that are currently manual. Sometimes even small changes can make big impacts.

Engaged middle managers can have a lasting impact on an organization, and it’s hard to imagine an argument for not investing in this segment of the workforce. Given the crucial role they play in bridging the gap between leadership and employees, they have the ability to influence two of the most important aspects of a company’s ecosystem: company culture and productivity.  Investing in the development and engagement of middle management will ensure an organization can achieve its organizational goals and remain competitive in today’s increasingly saturated market.

Contact Flex HR today to learn how we can help guide and advise your middle managers to achieve their fullest potential.