this post was submitted on 07 Jul 2025
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One of the things I have learned is that a lot of middle management don't have tangible roles, so they make up for this by recognition, which is usually "presence." So they have meetings to be seen, stay relevant, and look important. Like, how do you measure management as a product? It's a social game, primarily. I'm not saying all or any large percentage of management is like this, but there are a LOT.
"What do you say you DO here, exactly...?" And they start to sweat.
Edit: Clarifying I know there ARE effective ways for an organization to do this, but that doesn't mean they do or even know how :/
When I was a middle manager I handled most of the communication with my team via teams or email. We had a 1 on 1 every other week and I was available otherwise if a meeting was necessary but otherwise all I needed was quick updates on where they were at with various projects we had going on. My boss on the other hand was constantly pulling me into shit I didn't need to be involved in. I had reporting available at hand I could have sent them whenever they needed it but they didn't know what to do with themselves if their schedule wasn't full.