In many cases it is observed some mid level managers have lost total desire to move forward or get lifted in his career, and their routine and habits become the barrier either to employee development for self or of the organization he/she serves when training needs and counselling for addition of job skills remain unheeded by him/her.
So, what best ways the management has to adopt to serve the interests of the employee for his/her career an to make him/her an asset, rather than a liability for the organization.
If we analyse the situation very carefully, we can see the following four major reasons in his/her becoming inert to his/her career development:
1) he/she has got the maximum level of job satisfaction and he/she does not need any more out of his career; or
2) he has faced a stiff competition in his/her bid for career advancement and met with constant failures that all his/her desires have lost in his/her failure; or
the worst of all
3) he/she has been continuously receiving injustice from the hands of his/her superiors or management that he/she has lost his total interest, either in his own development or to work in the interest of the organization; or
4) Private life of the employee is not tension-free or is miserable.