I've worked on Wall Street for more than 15 years. Here are 5 ways middle managers go wrong.
He's seen middle managers struggle when they neglect to get feedback from the people they manage. This as-told-to essay is based on a conversation with Matthew C. Meade, a 15-year worker on Wall Street. It has been edited for length and clarity.
As a mid-level manager, your job is to delegate to your team while also upselling your team's work to senior management. You're managing relationships at all levels of the organization, and the transition is not an easy one. 1. They don't get feedback from their direct reports Your job as a middle manager is also to relay the value of a contributor to upper management and figure out what it will take to get them to the next level because people want to grow. Most employees don't want to stay stagnant. You can inspire people by talking through how they can advance and working to help them get there.
You have to relinquish control or risk depriving individual contributors of their freedom and creativity. Instead, be tough on deadlines but allow people to work on their projects themselves. I think people often forget to say,"Thank you for your work" or"You did a really good job on this assignment."
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