At present, many enterprises do spend a lot of energy and financial resources on the training of middle-level cadres, but some of them have little effect. The reason is that these enterprises don't know which middle-level cadres need to be trained, who will train them and how to organize the training. Therefore, in order to make middle-level training take root and bear fruit, enterprises should do well in three aspects: first, on the basis of the investigation of middle-level training needs, combining the quality of middle-level cadres and the talent development strategy of enterprises, formulate long-term and short-term training plans for middle-level cadres; The second is to design the training course and training actual combat system for middle-level cadres by combining internal and external methods and combining the characteristics of enterprises; The third is to establish a long-term incentive mechanism for training, reform and growth, effectively link training with the promotion of middle-level management and leadership, and mobilize the enthusiasm of middle-level students to study hard and practice hard.