Thong Pham
- Apr 8
- 2 min read

Training 4.0 - Actions showing that you are ignoring your middle manages

On a daily basis, there are some acts by which leaders unwittingly ignore the middle manager's voice, which can damage their performance. Identify these common mistake will help the company to suggest a suitable approach to make sure the middle manager back on track.

1. Letting Middle Managers Get Too Satisfied

Middle managers might get too comfortable in the position. Then these questions are the best practice for leaders to keep middle managers stay in the expected track:

"What new things have you discovered since we last spoke?"
"When was the last time your schedule adjusted?"
"Which task did you lately in charge, and to whom?"
"Where is the most conflict in your task, and how would you like to improve it?"

2. Failing To Offer Recognition And Support

Organizations often ignore middle managers by forgetting that these managers are also employees. While organizations identify products sold or capital raised, very few recognize middle managers for solid individual leadership. The company has to deal with middle managers when it is too late. Middle managers are falling short because they have not received any appropriate training and development for engaging teammates as team leaders and developing their people.

3. Don't Involve Them In Decision-Making And Change.

Ignoring to consider middle managers in decisions and future planning can negatively affect the implementation step to the success of that particular change. With available source of knowledge and a strong influence on their teammates, Middle managers are responsible for holding the key to understanding their team's tribal knowledge, traits, and abilities - all of which can be invaluable in navigating successful implementation and achieving results.

4.You Overlook Their Importance In Succession Planning

Middle managers' roles can fluctuate from overworked to filling the gaps between executive ranks and employees. They are often expected to flex at this level but are not given mentoring and development opportunities required to develop into strong senior executives. This leaves talent gaps when senior executives leave, and middle managers are often not promoted. Train and develop them!