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Middle managers 'most under pressure at work'
HR News |
27/01/2012
UK middle managers are suffering in particular as the UK's economic downturn continues, it has been claimed.
According to the latest Employee Outlook from the Chartered Institute of Personnel and Development (CIPD), almost half of middle managers (49 per cent) say they are under excessive pressure either every day or once or twice a week.
Across other workplace roles, just 37 per cent claimed to be under pressure in the course of their employment duties, highlighting a challenge for HR professionals.
Just 44 per cent said they are satisfied with their work-life balance, compared to 70 per cent among employees with no managerial responsibilities.
And additionally, middle managers were found to worry most about their job security.
One in three (29 per cent) think it is likely they could lose their job as a result of the economic downturn, compared to 21 per cent of employees with no managerial responsibility and 15 per cent of senior managers.
With this in mind, it comes as little surprise that middle managers are the category of employee most likely to be looking for a new job with a different employer.
Some 29 per cent said they are looking to move organisations, compared to a survey average of 21 per cent.
Ben Willmott, head of public policy at the CIPD, said middle managers are often caught between delivering strategic objectives and managing under-pressure line managers.
"They can also be first in line when organisations look to reduce head count," he noted.
"While middle management will undoubtedly bear its share of job losses in organisations needing to reduce staffing levels, it is also important to remember the crucial role these managers play in managing change."
Mr Willmott said they help translate the objectives of senior managers into actions, and motivate others.
"Suitably skilled middle managers can play a key role in managing change and organisation transformation," the CIPD expert stated.
"As translators, they can facilitate two-way communications between leaders and the front line and, as transformers, they can bring change to life."
Much of this can be lost if change simply involves delayering this middle-management tier, rather than refocusing, retraining and drawing on their skills and experiences, he added.
Mr Willmott said it is also important that employers don't ignore the health and wellbeing of their middle managers.
"With a fifth of middle managers saying they are under excessive pressure everyday they are particularly at risk of suffering from work-related stress and burnout," he claimed.
Posted by Stephen Wilkinson
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