5 Ways Your Middle Manager Is Killing Relationships in Your Office

by Richard

Do you ever wonder why your new hires never seem to be in it for the long haul?

It’s easy to blame the fact that you aren’t paying them enough or that other companies have better offers on the table. The truth is that more and more of the millennial generation, which make up 75% of the workforce, are concentrating more on the experience of working for your company than anything else.

The middle manager is necessary but notorious for being generally annoying and not bringing in the right buyers. They are the people your employees will report to, and the managers will subsequently report to you about the success of your sales and digital marketing strategies. Here are some of the reasons why they are hurting the bonds within your office.

Napoleon Syndrome

Give someone a tiny piece of power and they will run with it until the bitter end; it’s known as Napoleon syndrome. Middle managers are well-known for using their little power often. There’s nothing more annoying than someone in this position who has nothing better to do than show it off. It’s hard to make friends when a manager acts like this.

As a CEO, you must go out of your way to check any manager using their power out of spite and unnecessarily. Traditional hierarchies are no longer acceptable for the next generation of workers.

Taking Credit for What They Didn’t Do

As someone in this position, it’s easy to take credit for what everyone else has done. After all, you will be hearing the news of a success from them. If they are not giving credit to the people working on their team, this is indicative of a bad boss. Those who contributed to the success aren’t receiving what they deserve.

The main sign that this is happening is that the middle manager always seems to be the brains behind the operation. They were the one who came up with the plan and they were the sole reason why it succeeded.

They are Petty

Pettiness goes back to the power thing mentioned earlier in this article. There are many types of bad managers and they can make it difficult for people in the office if they want. If they believe they have been slighted, they can wield their power and make the lives of their team a living hell.

This is the sign of a bad manager. Petty squabbles can bring down an office and make it difficult for anyone to trust each other.

You can easily spot when this is going on through consulting with the HR department. They will be able to tell you about the disciplinary proceedings that have been opened recently. Look into the reasons and then dig deeper. A middle manager shouldn’t be disciplining anyone unless it’s a serious issue.

Failing to Deliver Value

As much as middle managers may decide to take the credit for success, you can bet that the same person won’t be taking any of the blame when something goes wrong. Look at the performance of your workforce and think about where the flaws lay.

It may be the case that your middle manager is more of a hindrance than a help. In this situation, you need to think about whether that person is really giving your company any value. There’s a reason why middle managers are often the first people to get fired. Many of them aren’t worth the pay check.

They are Not Fostering Relationships in the First Place

One of the responsibilities of a middle manager is to foster those relationships, as well as maintaining them. They should be making sure that morale remains high and that employees can trust each other. Building a solid team like this will ensure your future success.

So just how should they go about fostering relationships?

They should go out of their way to get people to talk to each other. They should be hawkish about spotting any signs of bullying and exclusion. You will know whether your middle manager is doing this effectively because people will actually want to come to work.

Last Word – Management for the Sake of It

Meditating on your middle manager may reveal that you don’t really need one in the first place. Sometimes they can turn out to be dead weight and sometimes they may not be worth what you are paying them.

If this is the case, you should choose your team as a whole over the manager. It’s much easier to replace a bad manager than an entire team.

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