unfreezeGabriel Lopez

What the research says

How do you keep middle managers committed and stop them leaving?

The short answer

The studies we mapped point to investing in middle managers more than to trying to keep them, though none tests cause. In 463 firms operating in China, HR practices aimed at middle managers' performance went with better firm results through managers' emotional attachment to the firm, while practices aimed at keeping them did not. Generous employer investment in staff was linked to lower quit intentions and more commitment. One theory paper argues the HR systems that work best differ for middle managers. On careers, many women middle managers interviewed in Ireland felt pressured to stay put rather than seek promotion. The strongest study here is rated medium.

Based on 5 studies from the Atlas of the Middle: 0 rated high strength, 1 medium, 4 low. Designs: survey (2), conceptual (1), qualitative interviews (1), qualitative case (1).

Aim at performance, not only retention

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.

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.

Investment builds attachment

In two surveys of Chinese managers, including 526 middle managers in 41 firms, generous employer investment in staff was linked to lower quit intentions and more commitment, through a sense of exchange and feeling rooted in the job.

Hom et al. (2009) · survey · LowExplaining employment relationships with social exchange and job embeddedness.In two surveys of Chinese managers, including 526 middle managers in 41 firms, generous employer investment in staff was linked to lower quit intentions and more commitment, through a sense of exchange and feeling rooted in the job.

Different systems for different levels

One theory paper argues that the HR systems that work best differ for top teams, middle managers and professionals, and that short-term pressure and favoritism in staffing can keep firms from adopting the effective ones.

Krausert (2014) · conceptual · LowHRM Systems for Knowledge Workers: Differences Among Top Managers, Middle Managers, and Professional EmployeesThis theory paper argues that the HR systems that work best differ for top teams, middle managers and professionals, and that short-term pressure and favoritism in staffing can keep firms from adopting the effective ones.

Careers

Interviews with 30 women middle managers in Ireland found many felt pressured to stay put rather than seek promotion as career demands collided with family life. McDonald's USA let a representative group of its own middle managers design changes to their career paths, with top leaders sponsoring, and the authors report 3,000 middle managers embraced it.

Cross (2010) · qualitative interviews · LowBarriers to the executive suite: evidence from IrelandInterviews with 30 women middle managers in Ireland found many felt pressured to stay put rather than seek promotion as career demands collided with family life, and they saw visibility as key to advancing.Rasins et al. (2007) · qualitative case · LowA Systemic Approach to Career Development at McDonald's. McDonald's USA let a representative group of its own middle managers design changes to their career paths, with top leaders sponsoring; the authors report 3,000 middle managers embraced it.

What I take from it

My read is that middle managers stay committed when they can see the organization investing in them, not just trying to hold on to them. During a change, I would be explicit about what it means for their careers.

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

Common questions

Do retention-focused HR practices work for middle managers?

In one survey of 463 firms operating in China, HR practices aimed at keeping middle managers were not linked to better firm results, while practices aimed at their performance were, through managers' emotional attachment to the firm.

What reduces middle managers' intention to quit?

In two surveys of Chinese managers, including 526 middle managers in 41 firms, generous employer investment in staff was linked to lower quit intentions and more commitment, through a sense of exchange and feeling rooted in the job.

Free guideThe 12 core answers in one 15-page PDFWhat the research says about change in the middle, with how strong the evidence is.Get the guide

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

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