Empowering Mid-Level Managers: Overcoming Challenges for Growth

Mid-level managers are the backbone of their organizations—so why is it that they often feel the squeeze between their superiors and their staff? Despite their critical role within the company, they frequently face a myriad of challenges that can hinder effectiveness and lead to personal burnout.

When managers become burdened by their daily tasks and don't receive the necessary support to lead their teams effectively, friction arises. This can disrupt the flow of the workplace if not complemented by a framework that supports them to take on greater expectations and heavier workloads. The solution lies in better understanding the challenges these workers face, assessing the modern needs of their roles, and creating a strategy to empower and bolster their support.

Modern Challenges Mid-Level Managers Face

Chronically Overworking: Mid-level managers frequently report working beyond their capacity, often juggling multiple tasks and responsibilities at once. Chronic overworking can lead to decreased productivity, burnout, and, eventually, turnover.

Limited Resources: Operating with fewer resources and insufficient budgets than required is a common challenge for mid-level managers. They are expected to achieve tangible results with limited support systems in place, which can become frustrating and demotivating.

Execution Pressure: Mid-level managers are often burdened with executing challenging initiatives set by senior leadership. The pressure to deliver results can create a high-stress environment.

Hybrid Team Leadership: Managing teams that are both remote and in-person adds another layer of complexity. Mid-level managers must navigate the challenges of hybrid work, ensuring clear communication and collaboration in different environments and with individuals who thrive in different settings.

Navigating Change: The constant need to adapt to new changes and uncertainties can quickly become overwhelming. Mid-level managers must remain adaptive and resourceful in today’s rapidly evolving business landscape.

The Harsh Reality

A recent study found an eye-opening 44% of middle managers cite organizational bureaucracy as their number one frustration. Bureaucratic organizations are typically those that adhere to strict operating procedures and a rigidly enforced chain of command, which can have adverse effects on the key leaders who exist in the middle ground. In these kinds of structures, managers may not receive the proper training or resources to excel in their roles, leaving them feeling insecure and unenthusiastic. Unfortunately, this environment also leads to them being underutilized and underappreciated. Despite their best efforts—43% of mid-level managers report experiencing high levels of burnout.

So how can organizations create a positive shift that allows managers to thrive in their respective roles? Some companies are moving towards flatter, faster, and leaner organizational structures. But first, it’s crucial that they identify some of the core competencies for today’s managers so that they can offer improved avenues for professional development.

Five Core Competencies of Today’s Mid-Level Managers

1. Digital Adaptability: Managers must have the ability to pivot to new technologies and digital workflows quickly.

2. Empathetic Communication: Active listening, adapting to responses, and demonstrating genuine appreciation are crucial for building strong relationships with their team members. Empathetic communication fosters trust and enhances workplace culture.

3. Emotional Intelligence: Mid-level managers must be self-aware enough to manage their emotions and the emotions of others. Emotional intelligence enables them to handle stress better, make good decisions, and create a positive work environment.

4. Courage and Risk-Taking: Encouraging calculated risks and fostering an innovative and entrepreneurial mindset are key to driving growth and staying ahead of the competition. Mid-level managers should inspire their teams to think creatively and embrace new ideas.

5. Gaining Buy-In: With flatter organizational structures, the ability to influence employees’ attitudes and gain team buy-in is important.

So, How Can Organizations Better Support Their Mid-Level Managers?

1. Upskilling: It’s in the employer's best interest to offer opportunities for professional development, such as upskilling, educational programs, or one-on-one coaching—particularly for managers. With strengthened levels of support, these workers can gain more confidence in their roles, enabling them to approach both daily tasks and long-term goals with renewed vigor, determination, and insight. At LHH, for example, we offer various forms of support to empower managers, including:

• In-depth modules on digital adaptability and empathetic communication.
• Workshops on self-regulation and emotional intelligence.
• Interactive sessions on inspiring innovation and influencing with impact.

2. Career Mobility: An essential aspect of supporting mid-level managers is fostering career mobility within the organization.

By providing clear pathways for advancement and roles that align with their evolving interests and skill sets, organizations can mitigate the risk of burnout. Offering opportunities for lateral moves allows managers to explore different departments, develop new competencies, and keep their work engaging.

Additionally, organizations should implement mentorship and development programs designed to identify potential leaders and nurture their growth. Providing these managers with the tools and opportunities to advance within the company not only enhances their job satisfaction but also reinforces their commitment to the organization, ultimately leading to improved performance and retention.

Download our latest white paper, How to Build a Sustainable Talent Strategy.