How can middle managers survive? The backbone supervisor is the core link between the strategic layer and the operational layer in the enterprise, and is the backbone of building the executive power of the first-class enterprise. Therefore, how to cultivate and manage these backbone executives is the focus of enterprises' attention. Let enterprises have a clear aim when training their own management team. Middle-level managers are the core strength of enterprises and even all organizations, and the backbone connecting "mind" and "limbs", but the middle-level problems are often the most headache for senior managers. The middle-level people feel that they are the most tired, the high-level people feel that the middle-level people are ineffective in implementation, and the grass-roots people feel that the middle-level people are bossing around. In the face of this dilemma, what should the middle class do? Many people find that there are more and more middle-level training in the current training market. Jia Hu, a famous enterprise management teacher, believes that on the one hand, it is because the middle-level coverage is too wide, on the other hand, it is really difficult to do. In fact, many books on the market can also be read, but many times they should be used flexibly and not copied. The same is true for training courses, which should be tailored to the needs of customers, so that customers can enjoy consulting services at the cost of training. No matter the middle-level people who are eager to break through, the high-level people who are looking forward to the promotion of the middle-level, or even the grass-roots people who want to be promoted, they will find the wisdom they need in middle-level management. The author's experience is that as a qualified grass-roots manager, at least 30% of the time to manage people, 70% of the time to do things; Middle managers should spend half their time managing people and half their time doing things; Top managers spend 80% of their time managing people and 20% of their time doing things. For enterprises. Without the middle-level straightforwardness, no matter how wise the leaders are, how advanced and beautiful the hardware is, and how strong the quality and execution of grassroots employees are, enterprises will still stumble and fall into all kinds of unpredictable difficulties! This is the defect and deficiency of many enterprises in China at present. I often hear people at the top often complain that the middle level of their own decision-making can't understand it, and the implementation and management are chaotic, which is really hard to find; Grassroots also often complain that department leaders always hurt themselves and are criticized by their bosses, which will make them incompetent and exhausted by the three armed forces! If a company wants to "win in the future", it must "win in the middle". And you, the middle-level supervisor, bear the hope and future of the company! For individuals. Now many middle-level employees are too moderate, sandwiched between high-level and low-level employees. They don't ask for a promotion, and they don't expect a raise. They are satisfied with the status quo and think it is good. Because of saving face, I am afraid that I will be ashamed if I don't get promoted. Yes, it's good to be a middle level. Why sharpen your head and drill to the top? It's too cold up there! A lot of people think so. But this is just a kind of self-comfort. People still want to have more money in their pockets, so they always want to be promoted. Don't you know that this mentality of quick success and instant benefit annoys the boss, and there are always people asking for money from themselves? Which boss do you think is willing? In fact, in the final analysis, how the middle class lives is the boss's problem. Even if you are a swift horse, it is useless for the boss not to know you. No matter how talented you are, you can only sit in a small position all your life. Therefore, we must have a good relationship with the boss. With the relationship, I don't want to give gifts. Find out your temper and prescribe the right medicine. Everything is based on the interests of the company. You must think and look at the problem from the boss's point of view. Don't neglect your subordinates, because you are their leader. If you can't lead the troops, the boss has to put you in the position of a soldier and let someone with more ability take this position. The middle level is two words: communication. If the above things are not digested, they may become intestinal obstruction. Don't be careless The middle layer is the best layer, and the middle layer establishes the whole enterprise. So, if you are in the middle level, don't be discouraged and do your job well, you are the best! Many enterprises have asked me: Mr. Hu, how to train middle managers? I generally answer: middle managers have more training than management, and their overall cost may exceed management. So we should focus on this kind of training. It is necessary to analyze the management skill level of these people in peacetime. The management skills of this kind of personnel can be broken down into several items, and through the evaluation of each skill, we can understand the management skills of the overall middle managers of the company. The focus is on the first few trainings. Realize the gradual improvement of skills and be targeted.