Middle managers are expected to do more today with less. More productivity, efficiency, effectiveness, reporting, personability vs shrinking budgets, employee shortages, and less time to plan.
How are you helping your middle management cope, let alone thrive??
Without time to plan, middle management is left coping with an increasingly reactive environment. Some people thrive in reactive environments, however, usually your business doesn’t.
Managers come in all shapes, sizes, personalities and skillsets. Do you know what suits your manager and what stage of your business’ development your manager is suited for?
For consideration - do they:
· Balance task-oriented vs relationship-oriented leadership?
· Prefer 1:1 discussions or address the team as a group?
· Intuitively step into difficult discussions with respect, or snap at workers when things go wrong?
· Thrive with goals, KPIs or feel stifled with this framework?
· Are they motivated by goals or motivated by their values?
· Prefer tried and tested systems, or love to change things up?
· Prefer brain-storming with their team or problem-solving alone?
· Trust quickly, or rely on others to build trust mechanisms over time?
· Need constant sense of achievement, or happy to chase long-term goals
· Crave change and innovation, or prefer the comfort of ‘rinse and repeat?
Understanding, strengths, weaknesses, likes and dislikes sets us up for success.
Don’t make the mistake of thinking your managers know their strengths, and know what they are doing?
So many leaders believe providing autonomy is the work environment everyone wants in order to thrive. When in fact, it creates a culture of ‘winging it, looking over my shoulder to see what everyone else is doing, feeling like no-one cares about me’.
A culture of feeling undervalued and underappreciated. They may not say it to your face, but this is how they feel and at Shiift we hear it every week.
2022 research shows the most common reasons for feeling dissatisfied at work are ‘feeling undervalued’ and ‘lack of respect from management’. Consequently, over 90% of employees currently state they won’t quit if given development opportunities.
Investing in your people is an investment in your business – psychologically, emotionally, and financially.
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