Supporting Middle Managers in a Time of Crisis
While many excelled as high performers, middle managers are infrequently given the explicit teaching they need to lead people effectively.
Burnout among managers is at an all-time high, with middle managers feeling the squeeze from both leadership above and employees below. Organizations rely on middle managers to execute strategy, maintain team morale and develop staff, and yet…a recent study from meQuilibrium shows that managers experience 59% higher emotional demands (not something that’s in their job descriptions) than non-managers, which may lead to a shocking half of them quitting within the next year due to stress.
The question: How can organizations prevent manager burnout and keep great people in their roles? The answer: It’s complicated, but equipping leaders with the right skills to navigate their roles effectively and redefining manager culture is a great place to start.
First: What does middle management mean?
Middle management refers to the layer of leadership that connects frontline employees with senior executives. Unlike senior leaders who focus on big-picture vision, middle managers deal with the realities of execution—coaching teams, resolving conflicts and managing workloads.
One of the tricky realities of middle management is many excelled as high performers, earning promotions for their skills, but they’re rarely given the training needed to lead people effectively instead of just doing the work themselves.
Concrete strategies to support manager burnout
Explicitly instruct in core leadership skills
One of the biggest contributors to manager burnout is a lack of training in essential leadership skills. (These “soft skills” are often something companies just assume a high performer will have, without realizing that explicit instruction in these skills is how people get great at them.) Investing in leadership development - particularly in areas like time management, delegation, and coaching -helps managers work smarter, not harder and lead their teams successfully.
At Luminal Development, we help organizations equip their managers with these practical skills. By learning to prioritize effectively and delegate with confidence, managers can focus on high-impact work rather than getting lost in daily firefighting.
Upskill the next generation of leaders
Many organizations struggle with succession planning, which places even more pressure on existing managers. Plus, younger generations are more likely to spot management burnout and give a hard pass to the opportunity to step into a leadership seat. (A Robert Walters survey actually showed that 69% of Gen-Z say middle management is too high stress, low reward, and more than half of them would skip a role of this nature altogether.)
Training Gen-Z on some of the infrequently taught leader-like skills like emotional control and resilience are critical to support them to be ready to step into management positions. In addition, ensuring that management is seen as a sustainable, rewarding job is critical. More on that below.
Foster a culture of psychological safety
Burnout often stems from unrealistic expectations and a lack of support. Organizations must create an environment where middle managers feel comfortable discussing challenges, seeking help and setting boundaries. Encouraging open communication and providing regular leadership coaching can help managers navigate stress and maintain resilience.
Learn more about increasing psychological safety with excellent, effective communication on our blog, here.
Keep hustle culture where it belongs – in the rearview
Too often, managers equate effectiveness with long hours and constant availability. Organizations need to shift the narrative, emphasizing results over hours worked (or the location where the hours occurred!) By setting realistic – and crystal clear – performance expectations and modeling healthy work habits at the senior leadership level, companies can create a culture where sustainable leadership is the norm. It is possible to have a balance between work and life, and rest is crucial to long-term success, too!
Ready to invest in your company’s health?
Let’s chat about how to support managers to lead for the long-term – our workplace training sessions and personalized leadership coaching offerings are both ways to ensure your middle management feels less squeezed and more held.
