What is Middle Management?
Middle management is the intermediate management level of a hierarchical organization that is subordinate to the executive management and responsible for ‘team-leading’ line managers and/or ‘specialist’ line managers. Middle management is indirectly (through line management) responsible for junior staff performance and productivity.
Unlike line management, middle management is considered to be a senior (or semi-executive) position as middle managers are authorised to speak and act on behalf of the organisation to line managers, junior staff and customers.
Since the 20th century, middle management has been reduced in businesses and organisations as a result of reorganization and outsourcing. Such changes include downsizing, delayering and outsourcing. These changes are made in an effort to reduce costs and to make the organisation flatter – subsequently increasing employee’s responsibilities and flexibility. In many cases removing the middle manager level resulted in a decrease in line manager performance as senior managers did not have the time available to monitor, manage or develop line manager performance. Since 2010 many organisations have reinstated the middle manager role to address this issue.
Functions of a middle manager
A middle manager is a link between the senior management and the lower (junior) levels of the organization. Due to involvement in the day-to-day running of a business, middle managers have the opportunity to report valuable information and suggestions from the inside of an organization. Moreover, the middle manager is a channel of communication within the organization, as they pass on major decisions of executives and the main goals of an organization to lower levels of employees. This contributes to better coordination between workers and makes a company more united.
The primary responsibility of a middle manager is to implement a strategy, created by the executive level, in the most efficient way possible. In order to reach the target goals, a manager may adjust and interpret the initial plan. Other functions can be divided into three main categories:
Technical
Middle managers are in charge of facilitating any changes needed in an organization and creating an effective working environment. They administer day-to-day routines, monitors performance and make sure everything is done in compliance with the organization's needs.
Human resources
One of the most important functions of a middle manager is motivating, leading and inspiring their subordinates. This also includes building a team and supporting any team member when necessary.
Strategic
Strategic functions involve analyzing a subordinate group in terms of productivity and financial effectiveness, creating a strategy of improving the current situation and reporting to the executive management in the form of attending a boardroom meeting or a discussion.
Competencies
A number of competencies critical to become an effective middle manager.
Leadership.
The most important competency that consists of many skills. As an inherent leader, middle managers have to possess sense-making and persuading skills. They must be able to motivate, influence and guide their subordinates, become a role model for them, demonstrate the quality and the level of work contribution necessary for the organization and engage in continuous self-development and learning.
Decision-making.
Ability to quickly solve the problems, make decisions under pressure and take responsibility for the outcome.
Creativity & Visioning.
Managers should have a clear vision of strategy implementation and be creative in overcoming the possible difficulties.
Performance management.
Involves managing the performance of subordinates and, specifically, the line managers, effectively, by setting clear and measurable objectives for them and provide coaching. Middle managers must be also skilled in presenting, persuading and influencing people.
Middle manager vs. line manager
A middle management position is often mistakenly described as similar to the line management one. However, there are some differences:
The middle manager is a semi-executive position – line managers are promoted to become middle managers. Thus, middle managers enjoy the greater salary, benefits and a closed position to a boardroom.
System of subordination – line managers are subordinate to middle managers. Middle managers are responsible for large teams and are unable to control the performance of every single individual. Thus, direct or line manager measures the team performance and reports to the middle manager.
Set of duties – unlike line managers, who have a clear procedure of work and set of duties, middle managers have only target goals. The way of achieving those goals is decided by manager independently.
Author: Anthony Dance
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