She explains, “Middle management acts as the important link between the C-suite’s goals and strategies and the employees that execute them.”īecause their role is intertwined with both levels of colleagues, managers have to wear many metaphorical hats. Amy Lui Abel, managing director at The Conference Board, describes managers as the crucial bridge between executives and employees and one of the reasons companies can scale and thrive. Middle managers are, unsurprisingly, in the middle between C-suite and junior-level employees. His role is much like that of a middle manager he has to balance the needs and wants of each party. If you’ve read or seen Romeo and Juliet, you remember Friar Laurence, the monk and the go-between among the two title characters. You’ll not only invest in their professional well-being, but also tap into layers of knowledge, expertise, and insight that can drive your company forward. Therefore, one of your best decisions moving forward is to engage your middle management as strategic partners. In fact, Gallup analyzed a decade worth of data and insights to find that company productivity and team culture hinges largely upon managers. Middle managers are crucial for your company’s operations and culture. And this problem, of course, snowballed into the Great Resignation, resulting in companies losing time, money, and resources to find and onboard new hires. Over the past few years, many companies chose to cut middle management out of the decision-making process, claiming decisions are made faster when there’s less people at the table.īut while executives were celebrating their business’ dexterity and speed, a large issue arose: unhealthy company cultures.
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