By now everyone knows how tumultuous the employment industry was from about 2007 to 2014. Unemployment rates were as high as 9.8 percent and still have not come down to the low ranges of 4.0 to 4.9. Luckily there has been some improvement, but just as there have been people hurt within the labor market and entry-level jobs, upper echelon jobs also took a beating. Employees in middle management and supervisory level positions grew even more concerned about being able to hold onto what could be deemed as disposable income on someone who could do the job cheaper -- even if not better.

For people who were just trying to hold onto opportunities in middle placement positions, struggles between team leaders and higher-ranking positions could have become noticeably uncomfortable. The problems that middle management face aren't new to these higher years of unemployment, but these obstacles certainly put some of the more frustrating battles in the limelight. How does someone who is a team leader have a sufficient opportunity to do their jobs but still assure upper management that they are not trying to take their jobs? Better yet, how does someone who is overqualified for a position apply for a new opportunity without making their hiring manager worry that there's now new competition.

These tips prove that it's not as difficult as it may initially seem, but it does take quite a bit of patience and solid communication skills to do so.