Paving the Way for Success of Middle Level Managers
Middle level managers must be prepared to lead but they need right direction. Their roles are vital since middle level management remains as the motivating force behind implementation of their respective organizations’ priorities.
Buthaina Al Ansari is at the forefront of positive change in Qatar. Having developed a stellar reputation as HR director at telco Ooredoo, Al Ansari is the founder of Qatariat - a company that specialises in helping Qatari women advance in the workforce.
On the other hand, a Harvard Business Review pointed out the swelling turnover rates at the middle level management tier.
This brings corporate people in this position to ask: How do middle level managers become successful?
These business leaders can be compared to soldiers in the front lines due to the primary responsibility of handling daily facets of the company’s transactions. Middle level managers have the most interaction with the rank and file. These individuals should have the most effective insights as well as innovation.
It is the responsibility of company owners and top management to build an environment where middle tier managers are given the comfort and autonomy to become more creative. One of their functions is to motivate subordinates to acquire a sense of belonging that can lead to productivity and ultimate business success. Middle level management personnel can only be successful if the company shares the prescribed strategy with them.
Disclosure of such strategies does not only give managers an idea of how their efforts become part of the macro picture.
Tranparency fosters organizational success and increases chances that these persons will impart exceptional concepts and insights with the rest of the staff. Top management must ask for constructive inputs from mid-level management. It will not be very beneficial if you limit ideas from top executives and high-level managers. These employees on the ground are the ones implementing strategies that corporate entities engage in. Middle managers are the first to see which approach is effective and which one will not work.
Agilent Technologies, a measurement company based in California conducts pre-training session that consist of assessments, interactive webinars, electronic learning and forums for their managers in the field. Courses are aligned with the company’s business objectives. A team building activity is also one way of increasing the smartness of these managers.
The truth is three out of four Fortune 500 firms have instituted corporate mentoring programs for their management staff. As a result, talents are harnessed and turnover rate among managers is reduced significantly.