ReviewSNAP

Middle management has been stuck between a rock and a hard place for the last several years. The tough financial times after 2008 might have stripped many of the jobs in the middle for the sake of a leaner organization. As things perk up, there’s more pressure to attract and retain young millennial workers. A middle manager might one day say, “I’m tired of being stuck in the middle.”

Before that happens, make sure you’re targeting midlevel managers in your performance process. They’re the people who have to bridge the gap between strategic thinking and everyday logistics. They bring experience that millennials haven’t yet acquired. And they’ve learned how to do a lot more with less as organizations pushed lean to a new extreme.

First, set clear performance expectations. When a middle manager has strategic and tactical responsibilities, performance management for his level is likely to be vague. Utilize tools like cascading goals to identify which responsibilities have strategic components and what tactical activities will help accomplish those goals.

Next, communicate frequently. One Huffington Post article noted that digital communication tools are removing some of the good communication habits that make successful managers. These middle managers need to maintain those skills, but executives should be exhibiting the same direct communication behavior. Disseminate information in an effective manner so middle managers are informed. They can then make the right decisions for their teams because they have all the information. Sharing frequent updates will make sure their performance is aligned with executive expectations.  

Finally, be ready to make a shift when necessary. Goals for middle managers can sometimes remain stagnant, especially if they’re not clearly linked to overall strategic initiatives. Instead, when new priorities arise, revisit goals for middle management. Which ones need to be updated, which ones need to be dropped, and which ones need to be added?

Performance management is important for all levels of the organization, but middle management is still where strategic vision comes to life. Make sure you’re setting your organization up for success by creating a targeted performance management plan for this critical group.