As a middle-level manager, in view of the "996" problem, we can take reasonable institutionalized and managerial measures in our work and life, so as to achieve the goal of balancing the "996" high-level thinking and the "996" grassroots thinking. First of all, establish a clear overtime system, strictly implement the overtime pay system, and ensure that employees' needs are investigated before overtime pay is paid. Secondly, according to the specific situation and business characteristics of the enterprise, the promotion right is placed at the grassroots level, and employees are encouraged to maintain a balanced mentality and handle the balanced distribution of work and life. Finally, with the participation of all employees, the appropriate salary incentive system is carefully formulated to ensure the reasonable distribution of employees' wages, provide generous welfare benefits and greatly improve the working and living environment of employees. Therefore, middle managers should adhere to standardized, institutionalized and legalized management, so that grass-roots employees can get reasonable salary returns from the results in the case of 999, so as to achieve the goal of balancing high-level thinking 996 and grass-roots thinking 996.

In addition, middle-level managers should intensify publicity and education on 996, help grassroots to understand its shortcomings and consequences in time, remind everyone to be cautious, combine work with rest, and do not deviate from work arrangements to work overtime on their own, and rest and recharge on holidays. At the same time, middle managers should also encourage grass-roots employees to improve their skills in order to refuse unnecessary 990 and 996 tasks; Consciously spend 996 hours on personal growth and study, actively participate in team tasks, replace 996 hours with business ability, and get greater returns at the same time to meet the needs of high-level and grassroots.

Middle managers should take reasonable institutionalization and management measures, establish a clear overtime system, strictly implement the payment system, and ensure that employees' needs are investigated before paying overtime. For promotion, we should provide real possible opportunities; Combined with the specific situation and characteristics of enterprises, we should carefully formulate an appropriate wage incentive system to balance the requirements of high-level and the shackles of 996 at the grassroots level. In addition, middle managers should also strengthen the publicity and education of "996", encourage grass-roots employees to improve their skills, do not work overtime excessively, and replace the time of "996" with professional ability.