Middle managers are often treated like the awkward middle child of workplace strategy.
Executives set the vision. Employees experience the culture. ERG leaders carry the programming. HR and DEI teams build the infrastructure. And somewhere in the middle, managers are expected to magically make it all work.
They're supposed to protect productivity, hit business goals, keep employees engaged, prevent burnout, support development, model inclusion, reinforce company values, manage performance, communicate priorities, and somehow make space for ERG participation without letting anything slip.
So when ERG engagement starts to stall, middle managers become the easiest group to blame.
"They don't support the ERGs."
"They won't let people attend events."
"They say they care, but they never encourage their teams to participate."
"They are the reason engagement is low."
Sometimes that's true. But sometimes, it's also too simplistic.
A lot of middle managers are not actively against ERGs. They are under-equipped, overextended, unclear on expectations, and quietly trying to survive the pressure coming from every direction. That doesn't mean we excuse the behavior. It means we diagnose it correctly. Because if your middle manager problem is actually an operating model problem, another awareness session is not going to fix it.
If your middle manager problem is actually an operating model problem, another awareness session is not going to fix it. |
The diagnostic that changes everything
After looking across ten books on middle management, change management, leadership, influence, psychological safety, and organizational behavior, one principle rose to the top:
Before you try to engage middle managers, you need to know whether you have a motivation problem or an ability problem.
Not: "How do we make managers care?"
Ask: "Do managers not support ERGs because they don't believe in the value, or because they don't know how to support them well?"
Those are two very different problems. And there's a third one most people miss entirely.
A motivation problem sounds like:
"I don't see why this matters."
"ERG events are a distraction."
"My team is too busy for this."
"This isn't really part of my job."
An ability problem sounds like:
"I support ERGs, but I don't know how to manage the workload."
"I'm not sure what I'm allowed to say."
"I don't know what good manager support looks like."
"I don't know how to connect ERG participation to development."
A system problem sounds like:
"Executives say ERGs matter, but productivity is the only thing measured."
"Managers are told to support engagement, but punished when work slows down."
"There are no tools, scripts, or norms."
"The company says ERGs are important, but managers have no air cover."
That last one is spicy. Because it means the issue is not just the manager. It is the environment around the manager.
The frozen middle isn't resistant. It's responsive — to a system that quietly tells managers ERG support is optional. |
Why this matters for what you do next
If you don't diagnose correctly, you'll spend the next six months running the wrong play.
If managers actually have a motivation problem and you give them more toolkits, they'll ignore the toolkits.
If managers have an ability problem and you give them more inspirational messaging, you'll frustrate the ones who want to help but don't know how.
And if you have a system problem — and most companies do — neither training nor messaging will move the needle. You'll just keep blaming managers for behaving rationally inside a broken structure.
Middle managers do not need a guilt trip. They need an operating model.
Next week, I'll walk through what to do when it's a motivation problem and what to do when it's an ability problem — including the specific scripts, defaults, and reframes that actually work.
Hit reply and tell me which of the three problems sounds most like what you're dealing with. I read every response, and the patterns shape how this series lands.
— The ERG Homegirl ✌🏿