Lokesh Nigam
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January 17, 2023
Middle managers form the crucial link between the top management and the first-line workers. Every organisation has its own best practices– a set of methods and techniques that enables it to produce optimal results and achieve its goals efficiently.
Did you know middle managers are responsible for 80% of the workforce and enable the creation and deployment of good organisational practices?
The thought that middle managers are mediocre supervisors who ensure operational continuity in the organisation is outdated. However, middle managers today are the glue that holds critical teams together, the engine that drives the business and the effective troubleshooters. They are connecting leaders that enable efficient cascading of strategies and goals from the top management and ensure effective communication of feedback from their teams to the leadership.
Being a middle manager is challenging– they play dual roles of being leaders and direct reportees at the same time. Due to their critical and indispensable role, creating good practices falls upon their able shoulders. Let’s explore more about the role of middle managers.
Middle managers are responsible for implementing strategies and policies set by upper management while also serving as a bridge between upper management and front-line employees. They can influence the daily work practices of their teams and can therefore help create a positive and productive work culture. In addition, these employees are often responsible for monitoring and evaluating the effectiveness of organisational practices and making recommendations for improvement. By fulfilling these responsibilities, middle managers can contribute significantly to the overall success of an organisation.
The Virtues of Middle Managers In Creating Good Practices
To effectively create and maintain positive organisational practices within their teams and the company as a whole, it is essential for middle managers to possess a range of skills. Successful middle managers’ most commonly seen qualities include communicating effectively, leading and motivating teams, making sound decisions, and continuously evaluating and improving processes. These skills enable middle managers to contribute significantly to the success and growth of the organisation.
Middle managers with leadership traits find it easy to set the tone for their respective teams, and by modelling good practices and behaviours, they can create a culture of excellence and encourage others to follow suit. Middle managers with leadership traits also lead by example and practice what they preach. This helps managers demonstrate the importance of good practices and inspire others to adopt them.
A good leader encourages creativity and innovation, which can lead to developing new and improved practices. The manager can help create a more efficient and effective organisation by fostering a continuous learning and improvement culture. In doing so, middle managers also support their teams and provide them with the necessary resources to succeed.
A middle manager with a strong technical background can set standards for the organisation and ensure that good practices are consistently followed. From providing technical expertise to guiding their team to ensure projects are completed effectively and efficiently. Middle managers can also stay at the top of their game by keeping abreast with the latest technologies and practices in their field. This can help the organisation stay competitive and adopt new technologies and practices as needed.
By demonstrating technical expertise and a commitment to continuous learning and improvement, middle managers can set an example for others to follow and create a culture of excellence within the organisation. Middle managers can also mentor and coach their teams to help them build technical skills.
To set good organisational practices, middle managers must also be adept at operations management. Managers with strong operational skills can set standards and procedures and identify and eliminate bottlenecks and inefficiencies in processes, helping to create a more efficient and effective organisation.
Middle managers can also help in the effective management of resources, including personnel, budget, and equipment and ensure projects are completed on time. A middle manager with operational skills can set an example for others to follow and create a culture of excellence within the organisation by demonstrating operational excellence and a commitment to continuous improvement.
Strong, transparent communication is a skill that every good middle manager and leader has and enables them to motivate everyone on their team to work towards the same goals.
A manager with strong communication skills is able to create an open and transparent work environment where everyone feels heard and valued. This can foster trust and collaboration among team members and create a positive work culture.
Providing regular and constructive feedback can help team members understand their strengths and areas for improvement, encouraging the adoption of good practices and continuous learning and development. At the same time, by communicating openly and honestly, middle managers can create a culture of transparency and trust within the organisation, helping to ensure that good practices are followed consistently.
A culture of trust in teams and the organisation helps foster collaboration and cooperation among team members, resolves conflicts, builds a positive and productive work environment and eventually leads to better practices and results.
Effective leaders are skilled communicators who clearly articulate the organisation’s vision, mission, and values. This helps to create a shared understanding of what is expected from everyone and helps to ensure that good practices are consistently followed.
Middle managers are team builders and leaders and shoulder the immense responsibility of holding their teams together. To be a good team builder and eventually contribute to good organisation practices, middle managers must have high emotional intelligence to create a supportive and inclusive work environment where team members feel comfortable expressing their thoughts and ideas. This can encourage creativity and innovation, leading to better practices and better results.
Another quality of being a good team builder is being adaptable. An adaptable and flexible manager can respond to changing circumstances and customer needs quickly and effectively. This can help the team stay agile and responsive, leading to better practices and outcomes.
Creating good practices is not enough. They must be followed throughout the organisation and must be maintained. To ensure good practices continue, middle managers, must have high levels of resiliency, which enables them to respond effectively to challenges and setbacks and maintain stability and continuity within the organisation.
Resilient middle managers are able to adapt to and lead through change, helping to ensure that the organisation remains flexible and responsive to changing circumstances. They are also able to maintain a positive outlook and inspire others to do the same, even in difficult times. This can help to create a positive and productive work environment and foster good practices.
Middle managers play a crucial role in creating good organisational practices. They are responsible for setting goals and expectations, providing guidance and support, and leading by example. Middle managers with strong leadership, technical, operational, and communication skills can create a positive and productive work environment and foster a culture of excellence within the organisation. They can also help streamline processes, manage resources effectively, and resolve conflicts, all of which contribute to developing good practices. By setting standards and encouraging continuous learning and improvement, middle managers can ensure that the organisation is able to adapt to changing circumstances and achieve its goals.
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