Recent
studies show that over 50% of mid-level managers are dissatisfied with their
work-life balance. This can lead to disengagement from their jobs. For
organizations that rely upon these workers for the day-to-day operations, this
should be alarming. What is going on?
According
to reports from new supervisor and new manager training experts, mid-managers
are feeling the pressure. On the one hand they are responsible for carrying out
the dictates of their executives; but on the other hand, they are given little
opportunity to share in the decision-making and strategy-planning at the higher
levels of the organization. Mid-level managers have the accountability but
little power to shape what they are asked to do and how.
To
keep your mid-managers motivated, you need to:
2.
Give
them the opportunity to develop their talents
3.
Give
them meaningful projects that they buy into
4.
Pay
them the respect they are due for their hard work
