When you are an average manager, the pressure comes from all sides.

You will take responsibility for the implementation of the march orders for executives, but unlike the leading leaders, you are the person who must see the leadership directly to your team.

The medium managers often said limited authority, but they are accountable to achieve the results. Jenny FernandezExecutive and leadership consultant. “This creates a feeling of falling between conflicting demands.”

In toxic situations, medium managers become the buffer between bad administration and frustrated and anxious employees.

“They are charged with administration and are responsible for achieving work goals that may be unrealistic due to external factors” such as economic shrinkage and intense competition, as well as internal challenges such as employing freezing or budget discounts or reorganization.

The Fall of Mason said that she suffered from these types of demands directly as an average manager of a major technology company. Maysoon remembered that during the Covid-19 pandemic in 2021, she felt pressure to make sure that her direct reports were fruitful in a difficult time, with expectations management from driving.

She said, “I was increasingly frustrated, because I felt that every step I was making in every one decision I was making was the wrong decision.” “It was always an endless type of frustration and anxiety, because I felt that I was constantly abandoning people.”

Ultimately, Mason hit the maximum and said she became completely exhausting. It took six weeks of medical leave to work to worry.

She recalls, “The tension that I was sticking to and all the adrenaline that was keeping me during that period, everything was hit at the same time.” “I have exhausted from that period.”

Research has shown that medium managers are the type of employees who are most at risk of job experience Exhaustion. Gallop Wiping results From 2021 it was found that managers were more likely to report higher levels of fatigue and stress compared to direct reports.

Psychologist and CEO Lauren Ayou He said that exhaustion is the middle manager can be shown as irritation, thinner, preoccupation with work, feelings of failure, lack of effectiveness, difficulties in focusing and focusing, or increasing the use of narcotic substances.

“They may find themselves entitled educator and a larger scope of responsibilities, but without resources or affecting their work well,” Abio said about the reason for the existence of medium managers in such a difficult role.

Jooslin LayThe International Chairman for Talent Graining at Duolingo is known as an average manager. According to Lai, what can make the imposition of a middle management tax is how to become the “secrecy guard” of your team.

She said: “This burden is on me, all the positives and all the negatives.” “I have to know, what do I participate and what I do not participate with senior management?”

As an average manager, you must balance your team’s needs with what senior management wants, and this may be difficult. In fact, an increasing number of younger intermediate managers say these duties are too much.

Nearly 71 % of Mediterranean managers say they are “sometimes” or “always” they feel tired, stress or burned – and this number increased to 75 % for the Millenniums and other medium managers under the age of 35. reconnaissance By the Captera Production Company with responses from more than 300 medium managers in Australia, Canada, the United Kingdom and the United States

According to Mason, something that can increase exhaustion is the number of medium managers who are part of the “sandwich” generation – a term used to describe the financial and emotional challenges of supporting elderly parents and young children.

Abu said: “Just as they take more responsibilities at work, they may also face increasing or variable responsibilities, such as paternity, motherhood, or caring for the elderly family members.” “It is a lot of pressure everywhere.”

At the time of exhaustion of her middle director, Mason was taking care of her father in the hospital and two children, they needed her to appear and attend them in addition to dealing with the demands of her work. This time period was described as a “sandwich pressure” from both its job and personal life.

Another thing that can be emotionally difficult for medium managers is how you expect the difference more of them nowadays. As employees, we need them to help manage our career, but more of us also want them to know what we feel and think – and we want to know what they feel and think about as well.

“Modern intermediate managers face new challenges in managing a variety of teams,” said Fernandez. “With four to five generations now in the workforce, conflicts and disputes arise due to the difference in expectations, values ​​and patterns of work.”

Lay said that with the colleagues of the younger generation who want more weakness, she will share glimpses of her personal life, but she learned that she does not have to “open the entire window.”

She sets out any explicit limits about what you do on the weekend, with a language like “I am really able to privacy in life, but I can ask.”

“Those limits, I think it is just showing them what it is, He is Action of weakness. “

When it comes to explaining the leadership decisions, Lay said it helps to be in advance that you are not an expert in everything.

Lay said she learned to be transparent with her team when she does not agree with senior management decisions. Saying “here what I think.”

Lay said: “What I learned is, if I say (that), then I do not agree with a certain aspect of it, but I am still committed to standing behind the company, this actually enhances the message.”

As an average manager, your well -being should be a top priority.

“I must take care of myself first so that I can work with anyone else,” Lay said. She added that it helps in talking to other medium managers within your company who may have “a piece of lost puzzles you are trying to discover.”

To prevent exhaustion, it also helps to understand the extent and limits of your strength as an average manager.

“You can be influential, but you cannot actually control the behavior of others – your team’s members” or your leaders. “Treatment and training can be useful in knowing this.”

In some cases, you can help ask executives to meet your team and explain their decisions, Laura Galahar Of the consulting works Galaher Edge. This way, “You can all work on the same page, and you have a lower weight on your shoulders to play” The Middle person. “This is especially useful for very critical changes, or changes that create a feeling of loss for your team.

And make sure to use your company’s support. Maysoon said she had a supportive workplace that allowed her vacations the time she needed. I advised the medium managers to take advantage of the advantages of the mental health sponsored by the company or those that you are entitled to obtain in your state.

Also, it is useful to know that the middle administration is not for everyone. Quitting smoking is a completely good option. Mason, now a technical advisor based in New York City, said that during her deficit leave, she realized that her situation could not be defended and resigned.

She said: “The environment that I was causing was anxious, and the return to that environment had pushed me exactly the same place of exhaustion.”

Mason said that exhaustion in the middle administration has called her expectations for her life and professional life. She said that she is now more fulfilled as an individual shareholder, because this role allows more flexibility in its schedule and ownership during her time.

“I thought it was a very driven person, that the way for me was very written and this path was an upward line. But this no longer seemed to me anymore,” she said. It seems, “How does work work in my life? “Not only,” How does my life revolve around work? “

People in other locations should also realize the welfare of medium managers. Although it may sometimes be a non -distinctive job, Mediterranean managers are still necessary for any company. They deserve to be screaming for their hard work.

A little gratitude and grace can be relied on a lot. Lay said that she still remembers a direct report that she was actively thanked. This is because the functions of medium managers are difficult and rewarding under the best conditions.

Lay said, “The most effective medium managers are regulations.” “They are the ones who understand how this affects five people here, or how misery can be exposed to one person to other things.”

Lay said that most of the leaders in the upper roles are interested in people, but it is Mediterranean managers who express this care and make people feel care. This includes “check -in with someone and a conversation, (asking them) how their day goes. This is a long way.” “I really think this actually makes the work more motivated … it helps the team morale.”