Middle managers are experiencing tension in enforcing RTO mandates while supporting teams, needing to balance executive goals with employee concerns without jeopardizing relationships.
Supporting leadership mandates, middle managers must help teams adapt to changes like RTO without fostering a victim mindset, which disengages teams and promotes blame.
Encouraging self-empowerment within teams is crucial; middle managers should guide employees to take responsibility for their adaptation rather than perpetuating external blame.
The challenge lies in preventing negative coalitions; middle managers need to cultivate a culture of accountability and resilience to empower their teams despite RTO pressure.
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