According to a Predictive Index survey, 70% of middle managers would prefer to return to individual contributor roles if they could maintain their current salaries. But, why is this case? And, what can we do to fix it?
The middle management trap: Why team managers feel stuck
Many professionals see moving into management as a natural next step in their #careers. The promise? More influence, strategic work, and career growth. The reality? Many team managers find themselves stuck in what I call "middle management purgatory" - expected to lead but not truly empowered to succeed.
🔹 They’re told to be strategic but bogged down in execution.
🔹 They’re expected to develop talent but aren’t given leadership training.
🔹 They’re accountable for team performance but lack decision-making authority.
It’s frustrating, but it’s also fixable. If you’re considering a move into management or if you’re leading an organization that wants managers to thrive, here’s how to break the cycle:
✅ For aspiring managers: Understand what you're stepping into. Management isn’t just about leadership - it’s about navigating constraints, finding solutions and getting your hands dirty.
Before saying "yes" to a promotion, ask:
What level of decision-making power will I actually have?
Will I receive training and mentorship?
How does this role set me up for future leadership?
✅ For organizations: Set managers up for success. That means:
Providing training: Strategic thinking can be learned if you provide the right tools to understand market trends, the competition and how to create future-proof planning.
Empowering decision-making: With great autonomy, comes great responsibility (and a healthy dose of risk-taking). Innovation stems from experimentation and managers should be rewarded for bringing a fresh approach to the table.
Breaking internal silos: No amount of effort or innovative ideas will make an impact if your organization lacks cross-departmental alignment. Managers should feel supported by their peers to maximize their effectiveness.
Investing in development: Most people spend the majority of their careers in mid-level roles. As you climb the organizational ladder, less and less people are needed at the top level jobs in the VP or C-suite. However, that shouldn't deter you from investing in succession planning to keep your managers motivated and ensure your organization's future success.
Middle management doesn’t have to be purgatory - it can be a powerful stepping stone to senior #leadership. But only if organizations provide the right support, and managers take ownership of their growth.
The best managers aren’t just promoted - they’re empowered.
