Summarize the following article: Recommendation

1. Middle managers are required to release the need for control and delegate authority. Encouraging the implementation of the process of delegating the authority of middle managers to their subordinates will empower both parties, employees and managers. From the point of view of employees, delegation of authority will foster their personal and professional growth and development. From the perspective of middle managers, the tasks they face will progress more efficiently. In addition, this delegation of authority and the release of control by the managers, May lead to more efficient decision-making processes and prevention of burnout among middle managers.

2. The existing relationship between employees and their middle managers must be maintained, however, a more formal relationship should be created that treats the middle manager as a supervisor with authority.Maintaining good relationships is indeedimportant for collaboration and teamworkin an organization, butit is also essential for middle managers to establish a level of formal authority and expectations.This establishmentwill ensure clear communication, delegation of authority on the part of the manager, accountability and thus productivity and efficiency in the performance of employees and managers.

3. Seniormanagers’ support for middle managers should be improved.Senior managers are required to be more involved in the day-to-day decisions of middle managers, providing guidance and support. It is necessary to promote an “open door” culture among senior managers and the CEO, and to schedule regular weekly meetings between each middle manager and his supervisor. This is in order to promote familiarity and openness that will lead to understanding and support on the part of superiors and thus also to a sense of loneliness on the part of middle managers. Senior managers should be encouraged to have a visible presence in the area where managers workThe interim is to create a dialogue and provide assistance and response in real time if required.

4. Strategies should be implemented for load management, dealing with changes, and creating a work-life balance to preventburnoutamong employees and managers. Middle managers can be allowed to receive training on proper time management and coping with changes, operating various support systems, and other resources in order to cope better with the heavy load, changes and requirements of the organization.Flexible work arrangements and policies that promote a healthy work-life balance can be implemented. Recognize and reward employees who perform exceptionally well while maintainingthis balance.

5. Streamlining and improving coordination and communication between middle managers in the various bodies. It is necessary to invest in the development of technological processes and tools that will streamline communication, coordination, cooperation and information between the various departments in the organization, and particularly between middle managers in the various bodies inIsrael and abroad.Regular meetings can be held (frontal and non-frontal through various software such as: Google Meet, Zoom, etc.). In these meetings, emphasis will be placed onknowledge sharingbetween the various departments, in orderto foster cooperation and overcome the various challenges raised by the matrix structure.

6. It is necessary to clarify to each intermediate manager his responsibilities and authority with regard to joint work with other middle managers, and vis-à-vis his subordinates. These clarifications, while providing clear guidelines and boundaries, will contribute to the sense of personal and professional security of each manager, thereby streamlining decision-making processes and providing a satisfactory response to the company’s challenges within the framework of the existing matrix structure.

7. An organizational culture of openness, giving and receivingconstructive feedback should be promoted.Managers and employees should be encouraged to express ideas, concerns, and criticisms without fear of negative repercussions. Different channels or platforms can be enabled for employees who prefer to share their opinions and feelings anonymously, thusensuring a safe environment for expressingless conventional opinions. In addition,training and support can be provided to all employees and managers tohelp foster an organizational culture ofopenness and transparency and encouraging learning and continuous improvement of the organization with the help of its employees.

8. The tension between the high-tech approach and the conservative approach must be addressedbychanging the organizational culture in the desired innovative direction.This change mayinvolve providing resources for professional development, reevaluating compensation and benefits packages, and creating opportunities for career growth and advancement within the organization.These will increase the motivation and satisfaction of employees and management.