A job in management is a dream come true for many people. But if at the beginning all projects are taken on with enthusiasm, after some time difficulties usually arise. All too often, it is the same adversities that middle management suffers from.
Today, I will show you which 6 energy thieves you can combat with which tips & tricks.
A promotion can be overwhelming
It’s no secret: middle managers are in an uncomfortable position. From above, management puts pressure on you and wants rigorous implementation of internal projects and company goals. From below, employees grumble and demand. Doing justice to both sides is sometimes a real ordeal, and in the long run this can become stressful.
But what really pushes the majority of managers to their limits in the long term is continuous overload. This is mainly caused by internal projects that have to be managed in addition to day-to-day business. Since there is always something to be optimized in most areas of the company, it is not uncommon for a manager to be faced with several projects in the “change management” category. More time is usually not available for this. Of course, the internal projects can vary in scope, but with five to ten additional projects, it is foreseeable that they cannot be managed with the normal amount of hours.
“Then you’ll just have to coordinate it better”
You are probably very familiar with the consequences of this: more and more overtime is automatically worked, work is taken home or completed on weekends. In most cases, the corporate management does not even realize how much it is overburdening its middle management. Not infrequently, there is a lack of experience in implementing change projects, which leads to completely wrong calculations. If someone then complains, additional pressure is sometimes built up with comments like, “It won’t be that bad.” “Then you’ll just have to coordinate it better.” “I would have thought you were more capable.”
The most common problems and solutions
Surveys of “sandwich managers” make it clear what worries them most in their day-to-day business. Mainly, the following issues contribute to managers’ suffering:
1. disproportionate workload.
As already mentioned, it is primarily the many internal projects that push managers to their limits. In most cases, they are to be managed in addition to day-to-day business, which always involves a significantly increased workload. If several of these projects are to be taken on at the same time or over a longer period of time, this leads to massive stress.
My recommendation: Log your times in detail and in relation to the project. This is the only way to convince superiors of possible misjudgements.
2. time pressure
In addition to additional projects, there are countless other time guzzlers. Sprawling meetings, regular deadlines and a flood of e-mails also cause constant deadline pressure.
My recommendation: Reduce everything that takes up a lot of time and is not effective. Work with generous buffers to find time to breathe.
3. overtime
Lack of time combined with excessive project organization inevitably creates extra work in the office or at home. Not only do you as a manager suffer from the overtime, but so do your social relationships.
My recommendation: Even if it is difficult, in the interest of your health, only work longer hours in exceptional cases.
4. unclear structures
Many managers suffer from unclear hierarchies and responsibilities. Especially dual leaderships often create orientation difficulties.
My recommendation: If the structures are not adequately documented, raise the issue. Especially if others also complain about a lack of transparency.
5. Lack of say
Nothing is more frustrating than having to manage projects where you have little or no influence.
My recommendation: Get a picture of the situation and write down your suggestions for improvement. Present them to your boss or try to convince other decision-makers of your point of view.
6. conflicts among colleagues
Mobbing and quarrels within the team are unfortunately not uncommon. The emotional tensions can lead to a great deal of suffering for everyone involved.
My recommendation: Always be open to discussion and compromise. If a dispute still arises, consider mediation at an early stage.