Being a middle manager has always been a balancing act. You’re stuck in the middle, trying to please both upper management and your team. But recent changes have made this role increasingly toxic, leaving many middle managers exhausted and disillusioned.
The Growing Toxicity of Middle Management
Middle management is facing unprecedented challenges. Over the past few years, the job has become more demanding, stressful, and thankless. Many middle managers are considering a career change, fed up with the constant pressure and lack of support.
Let’s dive into why being a middle manager has become so toxic and explore some real-life stories.
The Strain of Balancing Dual Demands
Middle managers are feeling the strain of balancing expectations from both above and below. According to Aaron Terrazas, chief economist at Glassdoor, middle managers are “the glue” that translates high-level strategies into actionable tasks. However, this role has become increasingly difficult.
Here’s why:
- Increased Pressure: Upper management demands stricter metrics and harder work, while employees expect better work-life balance and more flexibility.
- Layoffs and Hiring Freezes: Many middle managers face the challenge of leading smaller teams, which results in higher workloads and burnout.
- Return-to-Office Policies: Managers are now enforcers of policies that may not align with their team’s preferences, causing friction.
Real-Life Stories of Middle Management Challenges
Let’s look at some real-world examples to understand the struggles faced by middle managers.
Kyle’s Career Shift
Kyle, a 35-year-old based in Michigan, had a seven-year tenure as a middle manager at a staffing company. His experience became increasingly unbearable due to:
- Layoffs and Downsizing: A shrinking team and growing demands led to burnout.
- Conflicting Expectations: He was caught between ruthless upper management and employees seeking more flexibility.
In May, Kyle made a significant career move. He switched to a non-managerial role within the same company, accepting a pay cut for a less stressful position. Despite the decrease in salary, Kyle has found greater happiness in his new role.
Layne’s Balancing Act
Layne Tisdel Martin, a 43-year-old tech company manager, describes feeling like she’s “stuck between a rock and a hard place.” She has to:
- Manage Expectations: Balancing employee demands for raises and titles with upper management’s strict cost-cutting measures.
- Deliver Bad News: Frequently informing employees about smaller raises and fewer promotions.
Layne’s role is to reconcile these opposing interests, which can be a tough and thankless job.
The Challenges of Modern Middle Management
The modern middle manager faces several unique challenges:
- Lower Promotion Rates: A 2023 Workday report shows promotion rates are lower across industries, increasing job dissatisfaction.
- Smaller Raises: Wage increases have slowed down, with August’s average hourly wage growth at 3.8%, down from previous peaks.
- Increased Workload: Downsizing means that remaining managers and their teams have to do more with less.
The Pressure to Enforce Return-to-Office Policies
One of the latest challenges for middle managers is enforcing return-to-office (RTO) policies. The pandemic has changed how many people work, and RTO mandates can create friction:
- Compliance Issues: Some employees game the system, using tactics like “coffee-badging” to appear present without working.
- Mixed Teams: Managing both in-person and remote workers can be challenging, leading to feelings of exclusion among team members.
Tiago Pita, a 37-year-old brand and e-commerce director in the UK, struggles with this, ensuring both remote and in-office workers feel engaged and included.
The Dilemma: Promotion vs. Demotion
With all these challenges, some middle managers are contemplating whether to stay in their roles or seek a demotion. Here’s how they’re navigating this decision:
- Seeking a Demotion: For some, like Kyle, stepping down from a managerial position provides relief from the stress and burnout associated with the role.
- Pushing for Promotion: Others, like Layne Tisdel Martin, aim to advance in their careers to gain more control and potentially improve their working conditions.
Finding a Solution
So, what can be done to alleviate the toxicity of middle management? Here are a few suggestions:
- Better Support Systems: Companies need to offer more support and resources to middle managers to help them balance their dual roles effectively.
- Transparent Communication: Managers should strive to explain decisions clearly to their teams, fostering understanding and trust.
- Workload Management: Reassessing team sizes and workloads can help prevent burnout and improve job satisfaction.
Conclusion
Being a middle manager today is more challenging than ever. The role has become toxic due to increased demands, conflicting expectations, and new workplace policies. However, understanding these challenges and addressing them can help create a better work environment for middle managers.
If you’re a middle manager struggling with these issues, know that you’re not alone. By seeking support and exploring new strategies, you can navigate the complexities of your role and find a more fulfilling path forward.
Links for Further Reading:
