Middle managers have the toughest job. They serve many masters, manage up and down, and often times are asked to execute without having access to the vision and strategy they are asked to execute on. They are critical to the success of an organization. Not only do they drive strategy to completion, effective managers keep employees engaged and know what’s really happening on the front line.

I used to be a middle manager and I still think it was the hardest role I’ve ever had. As a result, when I became an executive leader, I incorporated two questions at the end of my one on one sessions: What do you need from me? What do you need me to stop doing? I had to learn to accept and be willing to do something about the answers I received. It wasn’t always easy and I didn’t always get it right. But having been in both roles, I’d say there are some consistent needs middle managers have of the executive leadership team:

– Invest in growth and development – whether they are the best middle manager on the planet or their sights are set for advancement, executive leaders are responsible for growing, developing, and retaining top talent. If you’re a leader and not a developer of people, be sure to provide it in other ways.

– Provide access – in other words, be available. Help them help you. Get information needed, remove obstacles and be responsive.

– Be transparent – that part about not knowing the vision or strategy but still expected to “execute”? Yeah, help a middle manager out. Share information. Connect dots. Help leaders doing the work understand their contribution to the greater goal.

– Provide space to adapt to change – most organizations are going through some sort of change. By the time change management reaches middle managers, the executive team has already had time to go through the steps of change and to get on board with the new direction. Extend the same courtesy throughout all layers of the organization.

– Have their back – provide support in public and disagree behind closed doors. Even when mistakes are made, have their back in the organization and use the experience as a coaching opportunity in a one on one.

The Bailey Group partners with leadership faced with uncertainty and guides them to focus, clarity, and improved results.