The Silent Drain: Why Ignoring Your Mid-Layer Employees is a Recipe for Organizational Failure
Organizations often fall into a trap as they intensely focus on the top 10% of “high performers” and high threat of leavers while inadvertently neglecting the crucial 80% – the “strong performers” who form the backbone of the company.
They are given basic recognition, no bonus and less training budget.
Because the mid-layer, the engine room of your company, is quietly disengaging. They mid performer and are interested to stay back for longer duration. They are the loyal, dependable employees who consistently deliver, day in and day out?
They deliver projects in timeline, ensure operational excellence and work at ground level.
We always heard that “Take care of your star players, because they might leave.” And it’s true, top performers are highly sought after.
Don’t get me wrong, recognizing and rewarding high performers is essential. But when this becomes the sole focus, it creates a toxic environment.
The message sent to the mid-layer is clear: “You’re good enough, but not special enough or at our priority.”
This leads to several detrimental consequences:
· Feeling undervalued and overlooked is a surefire way to kill motivation.
· When employees feel demotivated, their performance suffers.
· They may start doing the bare minimum, simply going through the motions as they know they will get minimum increment, and bonus will be distributed at Leadership discretion and top layer will take the max bite.
· Mid-layer employees are quietly updating their resumes. They may not be the “flight risk” you’re worried about, but they’re the ones who actually do leave, taking with them experience, knowledge, and established client relationships.
· When the mid-layer feels ignored, their creativity is stifled. They’re less likely to share their ideas, knowing they won’t be heard or valued.
Rebalancing the Focus: Investing in the Mid-Layer:
· Acknowledge that your mid layer strong performers.
· Motivate and promote them to high roles and responsibilities.
· Celebrate their success and carefully look for their work-related problems.
· Always keep their training budget available as spending on their training will not cost you much but it will a confidence to employees that organisation has invested in them.
· Ensure that your compensation and benefits packages are fair and equitable for all employees. Don’t just reward the top performers.
· Show your mid-layer employees that their hard work is noticed and appreciated.
· Call them in leadership meeting for Managers/Project directors/Directors so that they feel recognized.
· Always when there is leadership get together try to bring a such mid layer leadership (If you think they are leaders) team lunch/dinner. · They are not interested in food or drink, but they feel acknowledged.
Remember, your 80% is just as important as your 10%. Treat them that way.
