ClearRock

BOSTON - Middle managers today are four times more comfortable accepting feedback on their performance from their senior managers as they are with delivering performance feedback to their direct reports, according to a survey of 73 organizations by ClearRock, an executive coaching and outplacement firm headquartered in Boston.

Middle managers are also twice as capable communicating with their senior managers as they are communicating with those they manage, according to the survey.

And they are better at accepting changes in their work places than they are at managing direct reports to handle workplace changes.

"Organizations have not made nearly enough of an effort to coach and train middle managers on how to be good leaders as they have on how to be good employees," said Anne Hawley Stevens, managing partner for ClearRock.

According to survey results:

• Only 15% of respondents said middle managers need to improve on accepting performance feedback from their senior managers, yet 61% said middle managers need to improve the way they deliver performance feedback to their direct reports.
• Only 30% of respondents said middle managers need to improve the way they communicate with their senior managers, yet 60% said they need to improve the way they communicate with their direct reports.
• 60% said middle managers need to improve how they accept and communicate changes in their organizations, but 71% said middle managers need to work on managing their direct reports to accept changes in their organizations.
• The top skill development needs of middle managers are: Developing direct reports (81%) Managing direct reports to accept changes in their organizations (71%) Communicating with direct reports (62%) Delivering performance feedback to direct reports (61%) Accepting and communicating changes in their organizations (60%) Developing team goals and priorities (42%) Communicating with peers (30%) Communicating with management (30%) Understanding senior management's expectations and their own roles and responsibilities (27%) Peer coaching skills (27%) Accepting performance feedback from senior managers (15%)
• The top competency needs of middle managers are: Communication (70%) Thinking strategically (67%) Leadership (64%) Managing others (55%) Managing teams (47%) Motivating others (44%)
• Most middle managers are receiving either the same amount or less mentoring from senior-level executives than two years ago: Same amount of mentoring (46%) Less mentoring (27%) More mentoring (27%
• The number of middle managers in their organizations has increased in the past two years, according to almost half (47%) of survey respondents, as they have continued to trim upper management layers. 33% said the number of middle managers has remained the same, and 20% said the number has decreased.
• Middle managers are managing more people than two years ago, according to 40% of respondents. 35% said the number has remained the same, and 20% said the number has decreased.
• Most middle managers are receiving less management training and coaching (25%), or the same amount (50%), as in previous years, to handle their current roles and responsibilities. Only one-quarter of survey respondents (25%) said middle managers are receiving more preparation for their current duties.
• Middle managers are not being any better prepared for future roles and responsibilities in their organizations, according to 83% of respondents 58% said they are receiving the same amount of preparation, 25% said they are receiving less, and 17% said more.