Middle managers are the true connective tissue between top bosses and hardworking employees. They keep the wheels turning, ensuring a seamless flow of operations. However, even superheroes need support, and our middle managers are no exception. There’s a sneaky villain known as burnout lurking around the corner, threatening to sap their energy and dim their spirits. But fear not, we will uncover the secrets of burnout, explore the role of middle managers, identify the telltale signs of burnout, and reveal simple ways to uplift them.
Recognizing burnout in middle managers
We need to know if our middle managers are feeling burnout so we can help them. Sometimes, they might show some signs, like working slower than usual, feeling very tired all the time, being irritable, or getting sick often. They might also want to be alone and not talk to others. If we notice these signs, it’s time to help them feel better.
Ways to prevent burnout
We can do simple things to help our middle managers and stop burnout from happening, including
Foster open communication
We should talk to our middle managers and ask them how they are doing. We should listen to their problems and concerns and be kind to them. When they know we care, they feel better. In our company culture survey of 338 middle managers, 87% of them felt like they were listened to and able to contribute ideas to the organization. Of those surveyed, 207 middle managers were very satisfied or satisfied with their company culture. Open communication in your organization is key to keeping middle managers happy and to prevent burnout.
Set realistic expectations
It is important to remember that middle managers are also people with their own lives and responsibilities. Overloading them with work can lead to burnout, which can have a negative impact on both the individual and the company as a whole. It is important to be fair to middle managers and give them realistic tasks that they can complete in a timely manner. Be clear in the communication of the expectations. This will help them to avoid feeling overwhelmed and stressed, and it will also help them to be more productive.
Training and support
It is important to support middle managers by giving them opportunities to learn and grow. This can be done by providing them with training, development programs, and access to resources. It is also important to create a culture of learning and development within the organization. This can be done by encouraging employees to take on new challenges, share ideas, and collaborate with others. When middle managers are given the opportunity to learn and grow, they are more likely to be successful in their roles. They are also more likely to be engaged and motivated in their work. This can lead to improved performance and productivity for the organization as a whole.
Here are some specific ways to support middle managers in their learning and development:
- Provide training and development programs that are relevant to their roles and responsibilities.
- Offer opportunities for them to shadow or work with more experienced managers.
- Encourage them to take on new challenges and projects.
- Provide them with access to resources such as books, articles, and online courses.
- Create a culture of learning and development within the organization.
- Encourage employees to share ideas and collaborate with others.
Promote work-life balance
It is important for middle managers to take breaks and rest because it allows them to relax and recharge. When they are well-rested, they are able to think more clearly and make better decisions. They are also less likely to make mistakes, which can lead to problems for the company. Additionally, taking breaks can help to reduce stress levels, which can lead to improved health and well-being.
Recognize and celebrate achievements
It is important to appreciate the hard work of middle managers and to tell them that they are doing a great job. They are the ones who are in direct contact with the employees and who are responsible for their morale. This will make them feel motivated, and it will also help to improve the morale of the entire organization. According to this article, by Francesca Gino of Harvard Business School, she discovered that even simple expressions of appreciation have a significant impact on motivation and willingness to assist. Fundraisers, for example, made 50% more calls in the week after hearing “thank you” than a control group of fundraisers who were not thanked.
So next time you see a middle manager doing a great job, be sure to let them know
Working together as a team and supporting each other is important in any workplace. Implementing team building and social opportunities such as lunch-ins, holiday parties, and celebrating successes for the organization, together, builds the community within the organization. Encouraging collaboration among teams also improves morale and productivity. When we feel like we are part of a team, we are more likely to be motivated to do our best work. This can lead to better communication, problem-solving, and decision-making. Overall, working together as a team and supporting each other is beneficial for both individuals and the organization as a whole.
We care about our middle managers because they are essential for our organization’s success. Burnout can lead to feelings of exhaustion and unhappiness, so it is important to look out for them. By having open communication, being fair, providing them with time to learn and rest, and supporting them as a team, we can avoid burnout and make our workplace a better and happier place for everyone. Let’s take care of our middle managers, and they will take care of our organization.
Preventing burnout doesn’t have to be a challenge
Your business is only as good as your people, and we know just how hard it is to find the right people in the behavioral healthcare industry. When dealing with sensitive and personal issues like mental health or substance abuse, not just any employee will do.
Jordan and Associates Consulting specializes in behavioral health recruiting and will be your trusted partner in hiring the right people. If you have a good team in place, we can offer coaching and training on admissions, referrals, and other critical aspects of the behavioral healthcare industry.
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