Middle management can be a thankless and frustrating position. It is almost similar to the game of “Monkey-in-the-Middle”. Being successful at it is a lost cause and they are the ones responsible for the productivity and success of the junior level employees. In other words, they are the shepherds that work day in and day out to rear your sheep and cattle.

In a survey of 15,725 employees by a leadership development consultancy, it was noted that the job satisfaction levels of such managers fall below 5%. So what can a senior manager do to help ensure that middle managers are satisfied, engaged, and performing at their best? Here are 3 ways you can adopt.

Agility is one of the most sought-after characteristics by organizations worldwide. This is why it is important to understand and adapt agility to your business function. Secondly, HR has to continuously change and evolve to meet the challenges of the modern business world, i.e. the need to digitize and the need to deliver value to the stakeholders and the business at speed. This broad topic can be explained in two parts – Agile for HR and HR for Agile.

We are two-thirds of the way through 2021 and we have already seen the benefits of virtual teams or a Flexible Workforce. Employees have the freedom and flexibility to work from anywhere and create their schedules. Organizations can save on infrastructural expenses, improve productivity and have access to a global talent pool barring any geographical limitations. Nevertheless, we have also experienced numerous challenges on our way to leverage the various benefits of Virtual Teams. Nevertheless, we must navigate these challenges efficiently, or else we will be faced with disjointed teams with individual productivity. This will not have any meaningful consequence.