Employees struggling? Time to retrain middle management

Middle managers are juggling change and pressure from two directions, making them a critical conduit between the anxious C-Suite and restive younger employee base. However, a recent survey by Betterworks reveals that only one in three middle managers believe they have the necessary support and resources to effectively coach their teams and drive employee development.

This lack of confidence among middle managers can be attributed, in part, to a failure by HR departments to provide adequate training and support. While middle managers are often tasked with being great coaches and helping their teams succeed, they may not have the skills or knowledge to engage in regular performance conversations or provide ongoing feedback and support. As a result, employees may feel disconnected from their managers and less engaged in their work.

To address this issue, HR professionals must prioritize the development of middle managers, focusing on "performance enablement" rather than traditional performance management. This means encouraging managers to have regular check-ins with their employees, discussing progress, current work, and career trajectories. By establishing a culture of continuous feedback and recognition, companies can foster a more engaged and motivated workforce.

Moreover, as the trend of "quiet vacationing" highlights, it is crucial for leaders at all levels to model healthy work-life balance and encourage the use of paid time off (PTO). By creating a culture where taking PTO is normalized and respected, companies can help prevent employee burnout and disengagement. Ultimately, investing in the development of middle managers and promoting a supportive, engaging workplace culture will be key to attracting and retaining top talent in the years ahead.