Disengagement in the workplace is at an all-time high, and many are pointing the collective finger at the middle manager. This segment of the workforce is precariously caught between upper management and a team of employees who want/expect a manager to have their back.
Report after report announces that middle managers are critical to building a quality, cohesive work environment, but it seems no one is looking out for them. These individuals, many of whom were promoted in recognition of their work ethic and leadership qualities, are now facing the challenges of overwork, overwhelm and burnout.
A blog from Team Simon at Simon Sinek’s Optimism Company published a post about why middle managers are in crisis. Team Simon found that these people are exhausted by holding the role of bridge builder between the vision conveyed by senior leadership and the day-to-day reality of a team tasked with bringing that vision to life.
Team Simon surveyed 971 managers from around the world to compile a report about the Top 10 Things Middle Managers Desperately Need (But Are Afraid to Ask For). Results of the survey paint a picture of the tireless grind many of them face without training or support from their employer. A whopping 75% are experiencing burnout and are planning their exit strategy.
- They are the most stressed in any organization. – Managers who are burned out create a cascading effect of burned-out teams throughout the organization.
- Only 41% of a manager’s time is spent managing people. – Much of a manager’s bandwidth is spent on administrative tasks, spreadsheets and reports. This leaves little time to develop people and build a quality culture.
- 27.2% are ready to leave – Replacing a middle manager costs up to 200% of their salary, not to mention a loss of institutional knowledge, disruption to the team and lost relationships.
- 43% are disconnected from their work. – Managers experiencing burnout are going through the motions, which spreads disconnection throughout teams and the larger organization.
- 27.2% want to build their self-confidence. – Imposter syndrome is real and it’s a constant battle for managers who are expected to look and feel like a confident authority figure.
- Turnover for middle managers is expensive. – Organizations lose $15.4 billion each year to middle management turnover. Unfortunately, middle managers are not viewed as a strategic investment.
Simon Sinek’s Optimism Company
Companies who wish to survive and want their people to thrive need to look closely at how to help middle managers find more purpose, meaning and growth in their role.
