Demands on team leaders have intensified as they juggle the expectations of employees and senior leaders. Read more.
“In the past two years, the company gave a lot of support. The sense is, that’s done,” she says. “We’re entering a different chapter, a different economic context and a push to get people back into the office.” She has received little training on how to manage, though she is grateful for some coaching on building boundaries between work and family life.By clicking on the sign up button you consent to receive the above newsletter from Postmedia Network Inc.
Middle managers — those overseeing frontline team leaders while also answering to senior leadership — have had to deal with upheavals wrought by the pandemic, and the staff turnover through the so-called Great Resignation, which caused gaps in headcount. Stefanie Tignor, head of data science and insights at Humu, a California-based HR software company, says the pandemic has widened the gap between good and bad management.
We're hearing people say, we'd like to encourage teams to come back. You need to be clear about why they're doing it. Otherwise it is just putting pressure on middle managersOrganizational turbulence intensifies middle managers’ evergreen problems, says Kate Franklin, also a co-founder at Nkuzi Change. These include trying to deliver strategic priorities which they have not shaped, while at the same time balancing the demands of management with their expertise.
Nonetheless, research by Microsoft found that 74 per cent of managers say they don’t have the influence or resources to make change for employees, and 54 per cent say leadership is out of touch with employees.Catherine questions the demand for three days in her workplace. “I wonder why there’s a push to bring people back? People have closed M&A deals from home. The saving of not travelling and climate, you have to wonder why it’s a big deal.
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