Three key roles of middle managers

As companies grow, the organizational structure changes and becomes more complex. The role of middle managers is crucial in any organization because it represents the link between the operating sector and top management.

This level of management is responsible for passing down information, increasing motivation as well as optimizing work processes. Therefore, the three most important roles of middle managers are mediator, mentor and result-tracker. A skilled manager combines all three aspects of his work as equally important parts of a coherent whole.

In addition, the results of a survey in the gaming industry show that the role of middle management can affect the company’s revenue growth of as much as 22.3%.


While senior managers, business owners, CEOs and company partners set the direction and define the development framework, middle managers help team members understand and implement solutions through detailed steps and systems to achieve desired results as a team.

In addition to being able to clearly communicate and explain the goals of the organization, middle managers simplify the reporting structure. This includes canceling unnecessary meetings, optimizing the number of work processes and integrating platforms and tools for easier project management.

In some organizations this line of mediators is missing and therefore there is a gap between top management and the rest of the team. In order to be a good mediator, it is necessary for the middle manager to develop social skills in order to successfully connect all levels of the organization and move the team in the right direction.

However, while conveying ideas to the team, middle managers do the reverse process, conveying team members’ opinions and ideas to top management. Without this, top management may not be sufficiently aware of the challenges the team is facing.


Middle managers are often in charge of training and empowering team members.

Before they reached the managerial position they were often a part of the operational team themselves. In a managerial position, they have the opportunity to help others develop through mentoring.

As mentors who are always available to the team, middle managers want team members to improve their skills, knowledge and work ethic. In addition, they mentor the team and develop team communication. As with the role of mediator, in the role of mentor, middle managers have the ability to influence top management. The full responsibility of their position as a middle manager is to give sincere feedback to the team and top management.


The middle manager constantly measures how efficient the execution is according to the defined goals and then gives reports to the senior management. Therefore, it is necessary to clearly define the system, structure, processes, communication channels and responsibility of each member according to the goals, and then measure the results.

Measuring and analyzing the efficiency of task execution according to defined goals are tools that indicate to middle managers whether the desired result has been achieved or not.


Although many middle managers may not realize this, their position is in many ways a leadership position. The position of middle management means leading the team and being responsible for the results that need to be presented to the top management.

This position is more challenging than it might seem at first glance. Because they lead a team, these managers often deal with high expectations of senior management while at the same time maintaining a positive atmosphere within the team.

In addition, the middle manager has full responsibility for achieving results, but at the end of the day, the CEO has full decision-making power.

When he/she mediates, trains, measures results, the tone and mood of a middle manager affects everyone. It is important what the middle manager says and the way he does it, but it also depends how the team will understand the mission of the organization.

Being an excellent middle manager is a demanding role because it means creating a culture, building employee responsibility and achieving organizational results.

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