What the research says

Do middle managers affect performance?

The short answer

Yes, in several kinds of studies, though most show association rather than cause. In one industry, differences among middle managers explained far more of the gaps between firms than differences among people in innovative roles. A randomized empowerment program for unit managers lifted their units' measured performance. Surveys tie middle managers' leadership, autonomy and treatment to unit, frontline and firm results.

Based on 7 studies from the Atlas of the Middle: 1 rated high strength, 6 medium, 0 low. Designs: survey (5), experiment (1), archival (1).

The strongest evidence

One randomized program and one study comparing individuals' contributions across firms.

Logan & Ganster (2007) · experiment · HighThe Effects of Empowerment on Attitudes and Performance: The Role of Social Support and Empowerment BeliefsAt a large trucking company, a randomized empowerment program raised unit managers' sense of control only where they felt their own bosses backed them, and it also lifted their units' measured performance.Mollick (2012) · archival · MediumPeople and process, suits and innovators: the role of individuals in firm performanceDifferences among individual people mattered more to firm performance than usually assumed, and variation among middle managers explained far more of the gaps between firms than variation among people in innovative roles.

Leadership, latitude and influence

Surveys link how middle managers lead, how much freedom they have to manage, and how they influence those above them, to results.

Yang et al. (2010) · survey · MediumMiddle Manager Leadership and Frontline Employee Performance: Bypass, Cascading, and Moderating EffectsIn three Chinese organizations, middle managers' transformational leadership was linked to better frontline performance two levels down, both directly and by rubbing off on the supervisors in between.Ahearne et al. (2014) · survey · MediumPerformance impact of middle managers' adaptive strategy implementation: The role of social capitalMiddle managers' influence on those above them related to unit performance along a curve rather than a straight line, and it paid off more for managers with a strong reputation in their networks.Caza (2011) · survey · MediumTesting alternate predictions for the performance consequences of middle managers' discretionAcross European R&D units, middle managers who felt freer to manage their own people tended to run better-performing units, though the link depended on the managers' experience and was limited by unit size.

How the organization treats them

How firms manage and control their middle managers is tied to firm and implementation results.

Gong et al. (2009) · survey · MediumHuman resources management and firm performance: The differential role of managerial affective and continuance commitment.In 463 firms operating in China, HR practices aimed at middle managers' performance went with better firm results, a link running through managers' emotional attachment to the firm; practices aimed at keeping them did not.Thomas & Ambrosini (2015) · survey · MediumMaterializing Strategy: The Role of Comprehensiveness and Management Controls in Strategy Formation in Volatile EnvironmentsAmong middle managers in volatile environments, comprehensive strategy-making and results-based and professional controls went with better implementation performance, while the authors argue that process controls may hamper strategy.

What I take from it

I read this as a reason to treat middle managers as the place where a change gets carried, not as a cost line. The evidence is stronger on whether they matter than on exactly how.

This is my reading, Gabriel Lopez's, not a finding of the studies above.

Common questions

Is there causal evidence that middle managers matter?

Some. In a randomized empowerment program at a large trucking company, unit managers' sense of control rose only where they felt their own bosses backed them, and their units' measured performance also improved. Most other studies we mapped are surveys that show association.

Do middle managers affect frontline performance?

In three Chinese organizations, middle managers' transformational leadership was linked to better frontline performance two levels down, both directly and through the supervisors in between.

Every summary on this page was written by Unfrozen from the study's abstract or full text and checked twice by independent reviewers. Loop coding is exploratory and AI-assisted, pending human verification. Spot an error? Email info@unfreeze.us and it gets fixed.