21 Mar, 2022

4 Ways To Build A Strong Mid-level Management Core

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Written by
Micha Berkuz
Mid-level managers, while an essential part of any company, tend to get overlooked because of their position. Since their role is both to lead and follow, they’re either lumped in with upper management or the company’s bottom line. 

“A CEO’s performance is as good as the performance of his middle managers.” – Med Jones

Building a strong mid-level management core is one way to give these members of the organization a stronger identity and equip them with all they need to lead and follow effectively. Here are 4 ways to strengthen your mid-level management core:

Mentorship programs

Mentorship offers mentees an opportunity to learn from people with more experience than they do in their field of interest. In the case of mid-level managers, this gives them a chance to improve their management skills from leaders ranking above them.

A mentorship program also helps improve employee engagement, along with their skills. To ensure that you pair every mid-level manager with the right mentor, take some time to talk to each of them about their ambitions career-wise and then match them up with the mentor who suits them best. 

Tailored training

To execute their roles effectively, even seasoned mid-level managers need training to improve their skills. Like most leaders, some of their most valuable skills include management, leadership, communication, and problem-solving.

You can tailor their training programs to focus on these and other key skills that will help them lead better within your organization and also follow instructions from senior management. 

Give them feedback 

Feedback is a great, simple tool in the workplace that almost always guarantees self-improvement in individuals who receive it. Mid-level management has the advantage of receiving feedback from two sides, upper management and lower-level employees. 

By giving them constructive feedback, you provide a guide for all the things they need to work on to improve and be effective middle-managers. 

Check in on them regularly

Staying ahead of problematic situations is the best way to prevent them and their negative impact on a business. This also applies to mid-level managers who, if left unmonitored, may fail in their duties to follow orders and also execute them.

While constant monitoring may demotivate them instead, letting them know that you’re available to help makes it easier for them to approach you with any trouble they might be having with their role. That way, they can get the help they need to do their best work 

“The ability to learn is the most important quality a leader can have.” – Padmasree Warrior

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