Burned out middle manager? Try fractional work

For companies, middle managers “going fractional” actually solves several problems. First, fractional middle managers form a workforce that scales upward to meet business needs but can be reduced in a downturn without mass layoffs. Fractional managers can be especially useful in the wake of a layoff when important skill gaps emerge, as part of digital transformation toward AI, and as AI makes small companies more powerful. These market forces are likely to create more fractional opportunities for middle managers in the coming years. Middle managers are also desirable candidates for fractional work thanks to their valuable skill sets. With years of experience on execution, coordination, and strategic planning at companies large enough to have multiple reporting layers, managers have a strong command over their function and industry best practices that will be an asset to hiring teams. Moreover, the middle manager role already requires high EQ. This skill makes managers well-suited to juggling–and delighting–multiple clients instead of multiple internal stakeholders. Three ways to find fractional work as a middle manager If you’re a middle manager interested in fractional work, you have the flexibility to build a fractional practice around your experience, interests, and market demand (at the risk of crudely summarizing ikigai). Here is how middle managers can break into the three categories of fractional work by level. 1. Pursue fractional middle management work The first path for middle managers is through fractional middle management work. Yes, these roles do exist, though they are still a smaller share of fractional opportunities overall. Job postings for fractional middle management roles can be found on platforms such as fractionaljobs.io or Catalant. Fractional middle manager roles typically have a narrow scope, such as: engagement manager at a consulting firm for one client project, project manager leading up to a launch, or keeping the lights on for a smaller product line. The fractional manager is still responsible for leading a team toward a specific goal–but with a twist. The direct reports may be fractional workers themselves. These fractional middle management roles might also be labeled as “part time”, “contractor”, or “temp” but in general, the company gets a partial headcount and the worker is able to work for other companies in their spare time. 2. Create a portfolio of fractional individual contributor roles While the market for fractional middle managers matures, fractional independent contributor roles are abundant. They might be described as “fractional” roles if they’re anchored to an already-recognizable title, like fractional social media manager. Otherwise, companies may use language such as “part-time,” “freelance,” “contract,” “consultant,” or “temp” to describe these roles. This path fits early career managers, as well as those who would rather: specialize as a subject matter expert, work with larger companies, or be responsible for only their own execution. Fractional individual contributor roles can be found on platforms, through networking, or by pitching yourself directly to your target companies. 3. Take on senior roles at small companies Leadership roles are the most iconic form of fractional work for good reason. These roles are already plentiful and the category is quickly growing. Fractional leadership roles are a great match for more experienced middle managers or those who are hungry for startup experience. SMBs and startups hire fractional leaders when they do not have enough work or budget to bring on a senior leader full-time. It’s worth underscoring that companies hiring for these roles will likely be smaller than the company where you worked as a middle manager, so prepare for a scrappy, generalist-style experience, where you are building the company’s infrastructure as you go. Several platforms exist where you can find fractional leadership roles. Networking with startup founders and investors at industry conferences can be very effective, as many fractional leadership roles are found through word of mouth. Building your brand on social media can generate inbound requests, and a thoughtful cold email can still open doors even in the age of AI. The market for fractional middle managers still has plenty of room to grow. While we will likely see more such roles in the coming years, middle managers today can create a portfolio career mixing mid-level roles with individual contributor or senior roles, depending on their skills and interests. For entrepreneurial managers, going fractional may very well be a more sustainable and enjoyable path to financial stability than a traditional 9-to-5.