Mid-level Managers Are Feeling the Pressure: 4 Tips to Help

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:

1.     Provide learning opportunities so they have a career development path
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