Empowered and empathetic managers are difference makers when it comes to employee satisfaction, engagement, and loyalty
Organizations with engaged and empowered middle management:
- Provide ample support and training
- Promote ongoing dialogue and transparency regarding key issues
- Embed purpose and DEI principles more deeply into organizational cultures
- Have more satisfied and loyal employees
Middle managers are often viewed as cogs in the machine or just another layer in the org chart. But, in truth, managers do a lot more than just keep the trains running on time. They are real people, with their own unique needs, and who serve as a vital force in ensuring employers offer employees a compelling value proposition and achieve key talent management goals.
Consider the unique position of middle managers in translating organizational purpose and values into the everyday work environment. And the key role they play in meeting the needs of diverse employees and in creating healthy cultures in line with organizational commitments to diversity, equity and inclusion (DEI).
But despite being frequently overlooked, middle managers are typically overworked, a situation made worse by the addition of new challenges and complexities during the last few years. MetLife’s 2022 Employee Benefits Trends Study 2022 highlights the increased stress levels managers face today. It also demonstrates the value of empowered middle managers and their positive influence on employee satisfaction, talent retention and key cultural outcomes.
The bottom line: organizations must provide robust support if they are to help managers address the challenges of our more complex working world and engage an increasingly heterogeneous employee base.
New challenges and important responsibilities for middle managers
Remote and hybrid working have made culture-building even more difficult and middle managers’ jobs more challenging, as reflected in their higher stress levels