The middle managers in your organisation have the opportunity to directly influence the attitudes, behaviours and performance of a vast number of your overall staff. When these managers feel frustrated by particular actions and events from above it can have significant impact on the effectiveness of their performance, which then impacts the overall performance of the organisation.
After years of training hundreds of middle managers across a wide range of industries, the feedback on the frustrations that middle managers experience with their bosses (the executives in the organisation) remains remarkably constant...
While some of the frustrations are inevitable, the best (and most successful) executive managers are those who truly believe that high performing teams lead to high performing executives and are willing to take the time to invest in understanding how to get the best out of their people.
For Human Resources professionals, when executives come to discuss issues, concerns, or just to complain about their team, it’s worth re-enforcing some basic fundamentals as to how they can get more from their teams – particularly with the added pressures of today’s tough economic climate:
1. Communication is key
2. Deliver on your promises to your people
3. Support your middle managers
4. See potential but realise limitations
5. Provide coaching and offer suggestions
It's important to remember the more engaged and motivated your people, the greater the amount of discretionary effort – and hence productivity – you’ll receive in return!
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