Overcoming the Middle Manager's Dilemma Between Superiors and Subordinates
Workers in their 40s serve as the backbone of an organization.
They must meet their superiors' strategic expectations above while guiding the growth of their juniors below.
The most common challenge encountered in this process is the middle manager's dilemma.
“Superiors demand faster results, while subordinates complain it's too much...”
“I can't just side with my juniors, but if I only follow my boss's orders, the team atmosphere breaks down...”
While everyone faces these struggles, there's no need to feel defeated. In fact, successfully navigating this dilemma can help you grow into a leader with real presence.
Become a ‘Trusted Mediator’ for Your Boss
One of the most crucial roles of a middle manager is translating the boss's intentions into actions that fit the team.
Superiors set the broad direction, but the details of execution rest in the hands of middle managers.
- Keep reports concise and clear
- When conveying problems, present solutions alongside them
- Build trust so they think, “If I assign this to them, it'll get done right”
As this attitude accumulates, your superior will see you not merely as a messenger, but as a partner in decision-making.
Become a ‘growth partner’ for juniors
The moment you view juniors as competitors, conflict within the organization escalates.
Managers in their 40s should become seniors who guide juniors' growth.
- Give them opportunities to do tasks themselves rather than doing everything for them
- Recognize and praise even small achievements
- Share your accumulated experience honestly
Junior colleagues will remember such a senior as a “trustworthy mentor,” which in turn strengthens your influence within the organization.
In conflict situations, become a ‘neutral mediator’
The demands of superiors and junior colleagues often clash. For example, a superior may prioritize speed to meet deadlines, while a junior may want to focus more on quality. Getting emotionally swayed in such moments risks losing both.
- Summarize the situation based on objective facts
- Present a compromise that satisfies both sides
- Explain using principles and data, not emotions
This mediation skill isn't just about being a “nice person”; it's a key quality that earns recognition as a leader with management skills.
Don't forget to manage your own ‘career’
Many middle managers say, “I don't have time to study because of the team.” But the moment you neglect self-development, the latter half of your career becomes disadvantageous.
- Consistently pursue learning in your specialized field
- Participate in external networks and seminars
- Document and manage your own performance and reputation
Just as important as leading your team is continuously growing your own career.
The middle manager's dilemma is an opportunity
There are many exhausting moments caught between superiors and juniors.
But what you gain through this process isn't just hardship—it's a stepping stone to becoming a true leader.
When you show trust to your superiors, respect to your juniors, and balance to your team, you cease to be the “sandwiched generation” and become the central axis driving the organization.
👉 The role of a middle manager isn't easy, but this experience will become your most reliable asset, illuminating your career wherever you go.
댓글