5 Smart Ways to Support Your Middle Managers (Before They Burn Out) 

By Melissa Front 

Are you proactively taking steps to support your middle managers? If not, now is the time!  Middle managers are the crucial link between employees and senior leadership. They are instrumental in ensuring a company’s operation runs smoothly and, therefore, a key component in their success. According to Insperity, they are “the glue holding everything together.” Your middle managers are the primary link between strategy and execution within an organization. Unfortunately, they are often overburdened and at risk of burning out. 

According to Entrepreneur, “the way managers lead and interact with their teams has a substantial influence — more than anything else — on team engagement and performance.” Because middle managers are charged with extra tasks and responsibilities, it’s imperative that companies take steps to support this crucial group. So how do you do that? Here are five ways to support your middle managers:  

1. Are They the Same?  

Middle managers are the same as other employees but are often overlooked. It’s important for companies to recognize that middle managers have the same needs as the rest of their employees. They need the same type of support. Since this group carries a heavy load, has significant responsibility within the organization, and is under more day-to-day pressure, it’s easy for companies to think of this group differently. Companies should focus on middle managers’ overall wellness, encourage open dialogue, and ensure that there’s a supportive culture in place.  

2. What Do They Value?  

Companies should devote time and energy to determine what motivates their middle managers and figure out the types of things that inspire them. Organizations cannot effectively care for and support their middle managers if they don’t know what is important to them. Therefore, have regular conversations with your middle managers. Ask about their goals. Find out what motivates them and check in with them about how things are going in general. Fostering connections and building a strong relationship will let your middle managers know that they are valued. 

3. When Were They Last Recognized?  

Companies tend to spend a lot of time recognizing their employees. Unfortunately, middle managers may be excluded. Remember, everyone enjoys being recognized for their efforts and achievements. When it comes to your middle managers, though, find out how they like to be recognized since it’s not the same for everyone. Do they want to be recognized in front of a group? Privately? By email or a phone call? They may not enjoy being in the limelight and would prefer an email or phone call instead. By asking them, you are not only finding out their preference but continuing to build a strong relationship and demonstrating that you care about them. 

4. They Don’t Need Any More Training, Right?  

Wrong! Companies need to remember that, even though someone is in a middle manager role, that doesn’t change the need for ongoing training. In fact, it may increase the middle managers’ need for additional training. It can actually pique their interest in developing new skills. What kinds of training would be helpful? According to Insperity, middle managers could benefit from training around emotional intelligence (EQ), effective delegation, and making “sound decisions at a quicker pace.” 

5. What Do They Want to Do Next?  

Most middle managers want to know there’s a clear path into other roles either at the same level or at a higher level within the company. Through regular conversations, you will learn more about your middle managers’ goals and career aspirations. Putting together a career development plan with your middle managers will help outline the path forward and upward. Also consider assigning a mentor to your middle managers. A mentor can help guide them and share ideas for how to get to the next step in their career path. Investing time and energy in their careers not only models what they should be doing with their teams but shows them that you care about them and their careers. 

Supporting your middle managers isn’t just a nice-to-have. It’s a must-have for a healthy, high-performing workplace. When these key players feel seen, supported, and empowered, everyone benefits. So don’t wait until burnout sets in. Start making small, smart moves today that show your managers you’ve got their backs. Regular conversations, understanding their career goals and motivations, and supporting their well-being overall supports middle managers. This allows them to be effective bridges between employees and senior leadership.  

Not sure where to begin? Check out more tips and insights on our blog, website, LinkedIn, or just reach out. TalentRemedy is here to help you build a better hiring process, every step of the way. We support our clients with thoughtful, intentional interview strategies. We help uncover the real experiences and skills that candidates bring to the table, ensuring you make the best hire for both the role and your team. Reach out to us at info@talentremedy.com or 703-362-0175 to explore how we can streamline your recruiting process and help you find the right fit.