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Middle managers are the backbone of any organisation, balancing top-down demands with bottom-up needs. By investing in the wellbeing of these leaders, HR can help them thrive — and, in turn, lead their teams to greater success.
*While the data cited in this article is from the US, HRO believes that the information is relevant to our Southeast Asia audience.
Middle managers are the lifeblood of any organisation, balancing the demands of top-down directives with the needs of their teams. They're often the first to feel the strain of organisational pressure, juggling multiple roles as both leaders and caretakers. As burnout quietly spreads among these key players, HR faces an urgent challenge: how can we support the supporters?
Middle managers hold the delicate balance between strategic goals and day-to-day execution. They are responsible for fostering engagement, nurturing talent, and driving results — all while managing their own workload and navigating corporate expectations. The pressure is immense, and it’s no surprise that many middle managers are burning out, struggling under the weight of their dual responsibilities.
While many companies have embraced employee wellbeing programmes for frontline workers, the focus often doesn’t extend to middle management. According to a Forbes survey, 43% of US workers reported feeling burned out, and globally, burnout rose to 40%.
How burnout is impacting your organisation
Burnout doesn’t always look the same — it can show up as fatigue, disengagement, or a drop in performance. That’s why it’s crucial for employers to stay alert to the warning signs and understand the ripple effects burnout can have on both individuals and the wider organisation.
- Reduced employee engagement: Burned-out employees often disengage from their work, leading to reduced motivation and lower overall productivity.
- Increased sick leave: Burnout frequently manifests in physical symptoms, resulting in more frequent sick days and unplanned absences.
- Rise in employee turnover rate: A high turnover rate may indicate burnout, as many affected employees seek to leave their roles altogether.
- Decreased productivity: Burnout slows performance, causing delays and a noticeable decline in the quality of work.
- Burnout causes: Common drivers of burnout include excessive workloads, unrealistic deadlines, poor leadership, and a lack of recognition or support.
How HR can address the burnout crisis
HR plays a critical role in breaking this cycle. It’s no longer enough to focus wellbeing efforts solely on employees; middle managers need support too. Organisations that invest in manager wellbeing are not only improving the effectiveness of their leadership but also creating a more resilient, engaged workforce overall. By providing managers with the tools to care for their own mental and physical health, HR can help them thrive in a high-pressure environment.
So, how can HR address the burnout crisis facing middle managers? Here are a few actionable steps:
- Prioritise mental health support
- Middle managers often feel like they’re the glue holding teams together, but they may not always have the same access to mental health resources as employees. HR should ensure that managers have access to counseling, coaching, and mental health days. Creating a culture where managers feel comfortable seeking help is essential.
- Empower managers with time management tools
- Many middle managers are stretched thin, trying to meet demands from above while supporting their teams. HR should equip them with time management and delegation tools that allow them to balance their workload more effectively. Providing training on prioritisation, setting boundaries, and managing expectations can alleviate some of the pressure.
- Foster peer networks for support
- Managers need support just as much as their teams. Creating opportunities for managers to connect with one another, whether through peer networks or mentorship programs, can help them share challenges, solutions, and best practices. These forums also reduce the sense of isolation that many managers feel.
- Re-evaluate workloads and expectations
- It’s important for HR to collaborate with senior leadership to ensure that expectations for managers are realistic. Heavy workloads, unclear priorities, and shifting goals can contribute significantly to burnout. By creating a culture where managers are empowered to communicate their challenges and needs, HR can help ensure that workloads are balanced and achievable.
- Cultivate a culture of appreciation
- Middle managers may sometimes feel that their efforts go unnoticed, leading to decreased morale. HR should encourage regular recognition and appreciation from leadership and peers. Simple acts of gratitude, acknowledging achievements, and celebrating wins can go a long way in boosting a manager’s sense of value and reducing stress.
- Train managers to manage stress
- Training middle managers to handle stress effectively is critical in today’s fast-paced work environment. HR can offer resources such as resilience training, mindfulness practices, or workshops on stress management techniques. Empowering managers to manage their own stress helps them stay focused and calm under pressure.
As we continue to navigate a rapidly changing workplace, it’s crucial to recognise that middle managers are integral to organisational success. By investing in their wellbeing, HR not only helps prevent burnout but also strengthens the organisation as a whole.
When managers are supported and empowered, they can lead with clarity, purpose, and confidence — qualities that are vital in fostering an engaged and productive workforce.
The shift toward a more supportive, wellbeing-focused approach to leadership is not just a trend — it’s a necessity. HR must take the lead in ensuring that middle managers are given the care and attention they deserve. After all, healthy, motivated leaders create healthy, motivated teams.
READ MORE: 5 simple ways to handle burnout in your workforce
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