3 strategies to support middle managers who are key to growth

The workload on middle management is real. Today most managers are responsible for product or service delivery, people, growing sales, maintaining customer satisfaction, continuously improving systems, and regularly reporting their progress on all of the

Master your message

When introducing any new “ask” of managers, clearly explain the “why” and how you believe this action impacts corporate goals. You also need to convey a sense of empathy around the demands on managers and offer a framework on how to prioritize work. You might say something like, “Connecting with employees while growing our business is so important that we’re asking that you focus on these two things: people and sales. If we need to slow down our system upgrade, we’ll do that. But let’s try first.”

Create a management cohort

Bringing managers together into a peer group to support each other is the next step. Do your middle managers know one another and interact regularly? If not, they need opportunities to get to know each other and share what’s working and not. They need a solutions-focused cohort to lean on for support. Providing a moderator or facilitator will help keep meetings and interactions on track, positive, and productive. The middle managers’ group takes the form of a monthly roundtable where they bring solutions to challenges they’re all facing in the business.

Offer one-on-one career coaching

Career coaches provide individualized support for managers. The coach might be contracted or come from within a different part of the business. Coaching provides an opportunity to work with an objective third party to verbally process concerns, manage stress, and find better ways to work. Coaching helps managers break out of their default approach to managing their mindset, message, and time. The result is happier, more engaged managers ready and willing to go the distance for your business.