The least understood and one of the most essential rungs in the organization: the middle manager. They wear many hats: employer mouthpiece, change agent, employee resource, talent developer, etc. Our workplaces are changing; and yet, many organizations aren’t giving their managers more resources and development to be project managers, activators, support systems, liaisons, and more. Middle managers cannot continue to do all this “more” without organizational support. Below we discuss why managers matter and how to help them continue to grow.
Managers are the Organizational Culture
Whether it’s a new hire’s first day or a10-year tenured staff member, managers are the way most people “experience” the organization. They are the culture carriers. In small or “flat organizations” it can be easy to dismiss their role’s impact. However, organizations will always need someone to deal with performance issues, impose standards, navigate multigenerational friction, and address the C-Suite’s concerns. Managers are the eyes and ears of the organization–reporting and relaying feedback to management and expectations to staff. According to Jane Farran, a senior fellow in Wharton Executive Education and managing partner of the consulting firm C4, “These intermediaries have a very important role. The middle managers translate strategy and the big picture so that it makes sense and is applicable for the day-to-day workers.” In addition, “they are a buffer between the top managers” and lower-level employees. Managers are key to workplaces. They’re an integral company cog, keeping the workforce motivated and management informed.
Empower Managers for the Remote and Hybrid Workplace
In in-person work environments, managers can walk through the office to gauge team vibes, see who’s available, or address “quick questions.” They can’t do that in a remote or hybrid environment.
According to Joseph Ryan, Ph.D., Founder and President, True North Advisory Group: “Regardless of the economic climate, companies need to build a resilient workforce and engage the middle to go forward, because this is where change occurs.” The need to train middle managers to communicate, manage, and lead more effectively is essential regardless of workplace, but especially to negotiate nuances of remote and hybrid workplaces. Supporting and training middle managers is key to remote and hybrid workplaces so they can navigate the constant sea change.
Help Managers Grow
Based on our expertise helping other organizations, here are some suggestions you can institute to help your middle managers thrive in remote and hybrid work environments:
- Provide coaching to help them better engage with their employees to recognize early signs of distress and disengagement.
- Establish company-wide baseline communication protocols. Don’t leave this up to individual departments. Everyone needs to be on the same page.
- Invest in project management tools. These promote transparency, establish clear timelines, outline specific responsibilities, and foster accountability.
- Encourage them to have weekly check-ins with everyone on their team and regular team meetings.
- Work with middle managers to promote and encourage a culture of teamwork, appreciation, trust, and accountability to name just a few qualities.
Build Up Managers, Build Up Organizational Culture
Strong organizational cultures are resilient and can withstand shocks. The key to creating a strong resilient organizational culture: managers. Acknowledging their needs and fostering their professional growth is an investment in your organization’s future. Give them the tools to better translate your organization’s goals while also nurturing their employees’ strengths. They are the most crucial piece of fabric holding your organization’s various levels together. Don’t let it tear. The more you can do to strengthen their bonds, the stronger your entire organization will be.
Interested in learning more ways to help your organizational leaders? Contact us today to learn how we can help.