Squeezed In The MiddleThe Growing Pressures On Middle Management Jobs

Middle management jobs are just that: in the middle. Squeezed between leadership from above and their subordinates below, middle managers have a complicated role that is essential to the success of any business.

The position of middle manager requires an understanding of power balance and constant navigation of power dynamics, with unique challenges inherent to both leading and following. So, what are the specific problems this role faces and how can leadership make their lives easier?

The Problems In Middle Management Jobs

Power Dynamics

Middle managers have a complicated relationship with power, as from one meeting to the next, their power is activated and deactivated from a meeting with their team to a call with a superior.
In this role, managers are having to constantly transition how they are communicating to accommodate differing dynamics. This is what is called vertical code-switching, and it can cause conflict as the norms associated with being a leader are adversely matched with the traits associated with a follower.

Task Switching

As managers fulfil the needs of superiors, they are also having to delegate down and mentor those they lead. However, it is psychologically challenging to disengage from a task that requires a certain focus and engage in another task that requires a very different mindset. This takes a real toll on employees. Burnout, stress and anxiety can be elevated in those in the middle, with these professionals more likely to experience mental and physical distress..

Lack of confidence

When employees move up the ladder into roles that require more responsibilities, those who are new to management jobs feel the squeeze stronger than others. Stress and self-doubt are high in first-time, mid-level leaders and when a manager lacks confidence, this not only spreads to those they manage, but communication tends to fall flat.

Solving The Squeeze

It is critical to understand the unique psychological pressures that come with middle management jobs and have strategies to support, invest and express value in this essential role.

Communication

As companies become more reliant on virtual modes of communication, investing in connecting leaders is vital. They are quite literally the ‘middle man’ ensuring the flow of communication from top to bottom. So, ensuring they can converse with subordinates and peers effectively and educating leadership on how to address managers is vital.

Trust

Micromanaging is another issue faced by mid-level staff, leaving them feeling undermined and under-utilised by their superiors. Senior leaders must place their trust in those they have brought up to the mid-level and empower them through encouragement.

Investment in The Middle

Leadership must invest in and support their current employees in management jobs to ensure they feel valued. Creating opportunities for all members of your team to learn, grow and step into new roles is important to employee retention and engagement.

theMakings

Our coaching sessions have empowered our client’s middle managers with a newfound confidence, communication skills, and excitement to lead. Coaching not only boasts benefits for the individual, but for the company as a whole, as employee’s that feel valued are more engaged and more likely to stay onboard.

Are you ready to get started? Visit our contact us page to get in touch.