Stuck in the middle? Many of us are familiar with the comfort that comes with a well-practiced job. The practicability of the day to day and the confidence of years of experience, it’s easy for mid-level employees to just hit cruise control and head home at the end of the day.However, losing sight of growth can also lead to loss of productivity, passion or drive for the job. While many workplaces focus on training for entry-level employees and executive training for those at the top, folks in the mid-level often fall through the cracks. Mid-level employee training and development is an essential element for creating a stable workplace with less turnover.
Here are 3 main reasons for why mid-level employees need and benefit from receiving training and development:
1. Learn & Improve Management Skills
In a mid-level role, it’s often expected that employees have a person or people answering to them. While some are natural leaders or managers, many of us are challenged by the practice of delegating or by project management skills overall. This is when management training can come in handy.
Bringing in a coach to help work with mid-level employees on effective communication skills, as well as workday productivity can help shed light on how better to delegate in a team setting. Management coaching can teach employees the power of patience and encourage the use of delegation to ensure better workload management. The better your mid-level team can help manage your entry-level team, the better the health of the company overall.
2. Career Development & Mentorship
It is effortless to get stuck in the middle. A mid-level position can be comfortable and predictable, leading to stagnation in career growth. This is where mentorship can help employee development.
Companies often focus on mentorship at the entry-level, but that dynamic falls away as people rise up the corporate ladder. However, as someone enters the mid-level, coaching is often more important than ever. Encourage mid-level employees to work with an executive coach to create mentorship goals, or to help create a wishlist of what mentorship can look like at this career stage.
Opening this dialogue and creating training around it can spark additional goal setting or executive level career ambitions within employees.
3. Develop Technical & Specialized Skills
Encouraging continued education for mid-level employees can help inspire and instill an ongoing love of learning and growth. It’s easy to forget the software or programs that were essential in an entry level role as a mid-level employee. Learning new, or relearning old technical skills is also a traceable and attainable goal for most employees.
Also, as someone rises up the ranks of a company, it’s important to focus on more specialized or specific training in specific roles. Helping a mid-level employee focus in on a particular skill or certification opens the door to career growth and goal setting. Push employees to go beyond the basic or generic entry-level training to find a more specialized skill.
Resting on laurels at the mid-level is easy. Employees are sandwiched between levels, and the predictability can become comfortable. When workplaces emphasize growth and training, they’re sending a message to employees, primarily mid-level, that teams should strive for growth. With a focus on management, mentorship, communication and technical skills, companies can capitalize on growing the talent they have, and create a stronger and healthier workplace.
Looking for employee training and development for your team or business? Schedule a call with one of AceUp's representatives today to learn more about how we can help.