First, it is important to understand the perspective of the subordinates. Middle managers are given authority to supervise the work of employees. However, without consistent communication with the team, the probability of making an error rises. It is also advisable for a middle manager to actually be able to do the work of subordinates themselves or at least understand how it is done and what it necessitates. Not only does it allow them to make proper decisions, but it also raises their status among the employees.
Second, it is possible to use the understanding of the immediate work environment to communicate problems and ideas to upper management. Middle managers are in a unique position in an organization since they simultaneously have access to higher positions and are present on the front-line work. Subsequently, middle managers can influence the overall performance of the organization by communicating with both junior employees and senior executives.
Middle managers should not worry about the absence of feedback from upper management. When one does not see an adequate response to one’s requests and observations, it is easy to start blaming the superiors for the organization’s inefficiencies. It is a self-defeating endeavor because people in management are generally averse to criticism. Therefore, maintaining a positive outlook is more likely to yield results and achieve mutual understanding with superiors.
Another mistake middle managers should avoid is separating themselves from their subordinates. It may be tempting to assume the authoritative persona and hold junior employees solely responsible for their faults. In reality, the most likely outcome of such an attitude is perpetual mistakes. Instead, a middle manager can delve into the situation, understand what causes problems in the performance of a subordinate and work with them. This approach is more constructive and can even draw the attention of senior executives.
