Managers are the backbone of any organization. They are responsible for executing the strategy set by senior management and ensuring that the day-to-day operations run smoothly. However, the abilities of managers to be effective leaders can be greatly affected by the structures, culture, and environment created by the senior management team.

Here are some of the ways that senior management can affect the abilities of managers:

Communication: Senior management needs to communicate effectively with managers to set clear expectations, provide timely feedback, and resolve any issues that may arise. When communication is poor, managers can look foolish and feel confused, unsupported, and frustrated, which can make it difficult for them to be effective leaders.
Empowerment: Managers need to be empowered to make decisions and act. When they are not empowered, they feel like they are micromanaged and unable to do their jobs effectively. This can lead to low morale and a lack of motivation. This trickles down to the manager’s employees as well.
Support, Training, and Development: Managers need to feel supported by senior management to be effective leaders. This means providing them with the resources they need, such as training, development opportunities, and access to decision-makers. It is not uncommon for an employee to be promoted to a management role and not receive any leadership training or ready access to their boss. According to West Monroe Partners a study shows that “the majority (59 percent) of managers overseeing 1 to 2 people receive no managerial training at all, along with a significant 41 percent of those who oversee 3 to 5 people.” When managers receive training and feel supported, they are more likely to be confident and effective in their roles.
Clarity of roles, goals, and responsibilities: Managers need to have a clear understanding of their roles, goals, and responsibilities to be effective leaders. It should be clear how a manager’s goals tie to the strategy of senior leadership and the company. When roles, goals, and responsibilities are unclear, it can lead to confusion, conflict, and inefficiency.
Trust: Managers need to trust that senior management has their best interests at heart and feel supported. They need to feel a part of the bigger team and a sense of security that senior management has their back. When trust is lacking, managers may be reluctant to share information, innovate, or take risks, which make it difficult to achieve goals.
Structure: Senior management determines the manager to employee ratio. If leaders have too many direct reports, they don’t have the time to develop, nurture, and clear the path for each employee. Some organizations assign managers to be “player/coaches.” This means that the manager has direct contributor responsibilities as well as the role of leading their team. Moreover, some managers have so much administrative work that they have limited time for leading their team. Again, this sets the leader up for failure and encourages them to focus more on their contributions than those of the individual members on the team. This also creates low morale and disengagement with employees because they are not getting the support they need from their manager.

Senior management should look at the role of their managers and determine if they are setting them up for success or failure. More emphasis needs to be made on creating leaders who have the capabilities and support to focus on the success and well-being of the individuals on their team. Strong leadership and interpersonal relationships between leaders, managers, and individuals on their teams will reduce the issues that are plaguing organizations around low engagement and high turnover. When management creates a supportive and empowering environment, managers are more likely to be effective leaders. By communicating effectively, providing support, creating a culture of trust, and clarifying roles and responsibilities, senior management can help middle managers to succeed.