Middle Management is a Tough Job

In the corporate world, middle managers don't get enough credit for their hard work. Also known as midlevel managers, middle managers oversee junior employees and help their departments work toward company goals, but they don't usually have an opportunity to set those goals or take part in shaping the organization's mission or vision. Middle managers may also lack technical skills, making it difficult to determine if their employees are excelling or slacking.

A middle manager usually has a jam-packed schedule, making it almost impossible to find time for skill development or professional networking. There are so many tasks to complete, it seems like there is no time to develop leadership skills or get to know team members, Unfortunately, this can hurt midlevel managers when it comes time for their performance reviews, especially in organizations that use 360-degree feedback.

Middle managers who lack certain technical skills have a hard time understanding what their employees do each day. Without an understanding of each position in a reporting layer, it's difficult for a midlevel manager to prioritize employee assignments and assess performance. Skill deficits also leave middle managers open to criticism from their direct reports. If you want to succeed as a middle manager, you must address your skill deficits quickly, or you risk losing the respect of the people in your reporting unit.

If you are struggling as a middle manager, there are some things you can do to improve your skills and make your work more enjoyable. First, you need to focus on connecting with people other than your boss and direct reports. It may seem like there is no time for building new relationships, but the potential payoff is well worth the effort. If you take time to get to know the people in your organization, they are likely to respect you and be willing to help you if you are in a tight spot at work.

In many cases, it is possible to overcome skill deficits. Before you sign up for workshops or training classes, take time to really get to know your job and the jobs of the people in your reporting unit. Middle managers often make the mistake of learning new skills that don't really apply to the situation at hand. Once you have a thorough understanding of your unit and its needs, identify your greatest technical weaknesses and take steps to remedy them.

Many middle managers are overwhelmed by their workloads, especially if they are also handling family responsibilities. If you feel overwhelmed by your responsibilities, develop an organizational system to help you be more efficient at work and at home. Some people avoid checking their email first thing in the morning, while others turn off email and text message notifications to avoid constant interruptions. If you spend a lot of time responding to emails, have your assistant handle routine inquiries to free up your time for more important tasks.

Even if you have great leadership skills, being a midlevel manager isn't always easy. Fortunately, middle managers do have some control over their professional destinies. If you want to improve your performance, take time to build strong relationships, create an organizational system to increase efficiency and overcome skill deficits by enrolling in formal training programs.

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