Originally published March 2011.

An interesting report by Development Dimensions International (DDI) discusses the current state of middle managers since the Great Recession.  The DDI report, Put Your Money in the Middle, has some challenging and troubling findings that are important to anyone involved with the practice of management and leadership in organizations.

As explained in their report, their work is original research from multiple sources.  Much of their data comes from their own worldwide survey of 2001 mid level managers.  It also includes data from other contemporary sources including McKinsey & Co., the Conference Board, and BusinessWeek Research Services

Some fascinating numbers and findings from their report include the following:

There is a lack of confidence in the ability of middle managers to meet business goals.

• Only 2% of HR executives feel their businesses can meet their goals over the next 3 to 5 years based on the current performance of middle managers.
• Only 11% of middle managers feel well prepared to handle future challenges.
• Only 25% of executives feel their internal management training & development programs are very effective at preparing middle managers to drive business performance.

The implication from the study is that middle managers may lack critical management and leadership skills to execute the critical business drivers necessary for their organizations’ success.

There are significant pressures on the middle management level.

• 52% of middle managers say they have more responsibility without a new title.
• 70% of middle managers feel increased stress in their current roles.
• Only 17% of middle managers are satisfied with their performance.

The implication from the study is that organizations may not be keeping up with the changing role of middle managers in our new millennium. Middle managers are increasingly being asked to function at strategic and tactical levels.  This is difficult to do and many managers will need development in this area.  (See my blog post What Pirates Knew About Management for more discussion of job design and strategic and operational responsibilities.)

Organizations Will Experience a Middle Management Exodus

• 64% of middle managers say they are not likely to be at their current employers two years from now.
• 27% of middle managers find their jobs less meaningful since the Great Recession

The implication for senior organizational stakeholders and human resources is to engage their middle managers before they lose them. Without this attention, organizations will see significant middle management organizational turnover when the economy improves.

These few numbers from the DDI report are challenging and troubling and show that the state of middle management is in distress and need of attention.  As we emerge from the Great Recession, the often neglected middle level of management will need focused training and development opportunities if companies want to remain viable in this challenging millennium.