Progression is a career goal for a lot of people; everyone wants to climb the ladder. However, it is very rare that you will find yourself being promoted to the top levels of management immediately. Instead, most people tend to move from an entry-level position to a supervisory position and thus find themselves in middle management. In order to then take the next step, you have to prove that you can excel in this type of role; you need to prove that you are suited to management and, therefore, able to take on more responsibility. In short, you need to show them that you are a leader.
Develop A Deeper Understanding Of The Role
While often overlooked, the role of a middle manager is actually incredibly important to a business. It falls to them to ensure that communication is passed both up and down the ladder to aid in the flow of information. A lot of entry-level colleagues see their middle managers as their advocates, providing them with a voice and support when their feedback is noted and run up the ladder. The specifics of your new role as a middle manager will obviously depend on the business and even the industry that you work within. If you are unsure of any of your responsibilities, it might be worth asking upper management for a job specification to help ensure that you have a clear idea of your daily duties.
Continued Education
For the most part, when you are promoted to middle management or a supervisory role, it is often in the area of the business that you previously worked in. This means that you should have a good understanding of your job roles and their daily responsibility. You might, however, require training on what you will need to do in your new role; how has the job changed? In addition to this, some people really struggle with the transition from peer to supervisor, they suddenly have responsibility over a team that they were once a part of, and this can feel awkward. If this is the case for you, then it might be worth looking at leadership and management courses. For example, the University of Cape Town has an excellent course, and it’s all done online too.
Find Ways To Remain Invested In The Business
Working in middle management can be a little frustrating at times. You have the illusion of power more than having any real actionable power. Those working underneath you still rant and complain to you regarding policies that you have had no say in and simply have to implement. You have almost no control over the inner workings of the business, the policies set out and the ultimate goals of the business. As such, it can be easy to find yourself feeling a little side-lined and maybe even a little disenfranchised. You need to try your best to align your passion with the business. Looking for ways to ensure that you can continue to invest yourself mentally and physically in the business is key, and if you can’t find any, then it might be time to move on.
Stop Waiting For Praise And Start Giving It
One of the hardest aspects of making the transition from entry-level worker to middle-management is the fact that you can often feel as though your contribution to the business is overlooked. As an entry-level employee, you are often met with more praise and recognition; however, as a middle manager, it now becomes your job to dole out this praise and give feedback. You are still likely to get some recognition from the upper management, but it might not be as regular, and this can be disheartening initially. That being said, seeking out personal praise as opposed to team recognition is selfish and not the mark of a good leader.
Facilitate The Making Of Connections
One of your most important roles as a middle manager is to essentially act as the go-between. You are the connection between upper management and entry-level staff. Facilitating the making of connections is vital for the business. It helps to improve morale and bridge the gap by humanising upper management and making entry-level staff more comfortable voicing their queries and concerns.
To Sum Up
Arguably, working successfully in middle management can often pose more of a challenge than upper management because there are more nuances to the job; although, of course, the pressure on upper management may seem greater, this isn’t always the case. As a middle-manager, you have to answer to both sides, and your role can become incredibly important to the staff below you, who are likely to see you as a champion, cultivating their careers alongside your own. The above tips offer great advice on how you can start your journey up the management ladder.
