No middling managers

economictimes.indiatimes.com:

excel at middle-management jobs are true superstars. When one department or team clearly stands out from the rest, more often than not, it's because of a superstar manager. Once these superstar performers are identified, senior leaders need to do everything in their power to keep them in their jobs.

Levers at their disposal can include the following:Salary and bonuses. When appropriate, pay the best middle managers even more than your senior leaders to show how much you value them. Stock and stock options.

Let your hardworking managers share in the equity pot, or you might see them leave for a startup that showers them with options. A bigger sphere. Expand the scope or scale of what someone manages without changing the essentials of the job.

Title changes. A new title can come with measurable rewards and increased responsibility while still keeping the job's focus at the centre of the action. Challenging assignments.

Ask your best managers what they would do if they were in charge. Then, if they're willing, put them in charge of their great idea. Flexible working arrangements.