Many leaders become frustrated with mid-level managers because they perceive that the managers are not doing their jobs adequately. When you really dig into why this happens, it’s often because the managers don’t fully understand what is expected of them.
Leaders are responsible for outlining what is expected from their managers and for providing the resources for their success. Here are some guidelines to consider:
Clarify roles and responsibilities. This can be more important than a traditional job description. What is the position expected to achieve and what are the key responsibilities for which the position is accountable?
Key performance indicators (KPIs). How will you measure the success of this position? It’s typical to have 3-5 KPIs that are described in detail with the manager.
Development issues. What competencies does the manager need to be successful in this role? Does the person need additional skill building or management development in order to achieve success?
Mentoring. If someone is newly promoted into a managerial position, a mentor may provide support in different ways than the leader. If your organization has a mentor program, new managers are perfect candidates.
Career management. It’s important for the leader to discuss and understand the manager’s career aspirations. It can affect the types of assignments or the development track that is established.
These guidelines cover the basics and represent a sampling of what you can put in place for the development of your managers. Use these as a starting point, and let me know if you need some help.
Have a great day!