Are Your Line Managers Struggling?

Erica Shanley

10/28/20244 min read

A man sitting in front of a laptop computer
A man sitting in front of a laptop computer

Is your team really being led by effective managers?

For many businesses, especially in fast-paced industries like hospitality, retail, and manufacturing, great management can be the difference between success and failure. Yet, many organisations are facing a growing challenge: their line managers are struggling. If this sounds familiar, you're not alone.

Did you know that 80% of managers are what we call "accidental managers"? These are individuals who’ve risen through the ranks due to their technical skills or seniority, but who haven’t necessarily been given the tools or training to succeed in managing people. They’re often thrust into leadership roles with little or no formal management training, leading to a host of challenges, both for them and for the employees they’re trying to manage.

And here’s a sobering statistic from Gallup: 75% of employees who leave their job, do so because of their line manager. Think about that for a moment. The quality of line management has a direct impact on employee retention and engagement. People don't leave companies – they leave managers. A struggling line manager doesn’t just impact their own workload, but can lead to higher turnover, low morale, and disengaged employees. That’s a cost businesses simply can’t afford.

Why Are Line Managers Struggling?

There are many reasons why managers find it hard to perform effectively in their roles, including:

1. Lack of Training: Many line managers are promoted because they excel at their job, not because they have people management skills. Without proper training, they are left to navigate difficult conversations, manage performance, and motivate teams with no real guidance. It’s like being handed the keys to a car without ever having had a driving lesson.

2. Overload of Responsibilities: Today’s line managers are wearing multiple hats. They’re responsible for overseeing day-to-day operations, managing people, hitting targets, and in some cases, still doing some of their old job. This can lead to burnout and disengagement for the manager themselves, making it even harder for them to be effective leaders.

3. Fear of Difficult Conversations: Performance issues, disciplinary matters, and team conflicts can be incredibly uncomfortable for a manager who hasn’t been trained on how to address these problems head-on. Instead of tackling issues early, they can let problems fester, creating bigger challenges for the business in the long run.

4. Lack of Support: Many managers feel they don’t have enough support from higher management or HR when it comes to dealing with people issues. They’re left to figure it out for themselves, often leading to inconsistency, frustration, and mistakes that can cost the business.

Why It’s Time to Invest in Your Line Managers

Given the essential role that managers play in the day-to-day operation of a business, investing in their development is not a "nice-to-have"—it’s a must. By giving your managers the tools they need to manage people effectively, you can improve the overall performance of your business, reduce turnover, and increase employee satisfaction.

Here are three key reasons why developing your managers should be a priority:

1. Improved Employee Retention: As mentioned earlier, poor line management is one of the top reasons employees leave a company. By equipping your managers with the skills to manage people well, you can create a more positive, supportive work environment. Employees who feel valued and supported are more likely to stay with your business, reducing the high costs associated with turnover.

2. Better Performance Management: A good manager doesn’t shy away from difficult conversations or feedback. Instead, they use them as opportunities to help their team members grow. When managers know how to handle performance issues effectively, they can guide employees towards success, leading to better results for the whole team.

3. Higher Employee Engagement: Managers who are trained in people management are better equipped to motivate their teams. They can identify and nurture talent, offer the right support, and create a culture where employees feel heard and appreciated. Engaged employees are more productive, innovative, and loyal to the company.

How to Support Your Line Managers

Now, more than ever, it’s important to ensure that your line managers are equipped with the tools they need to succeed. Here are some practical steps you can take:

  • Offer Comprehensive Management Training: Focus on providing real, practical training that teaches managers how to handle people-related challenges, from conflict resolution to performance management. This isn’t just a one-off event but should be ongoing to keep their skills sharp.

  • Provide Coaching and Mentorship: Managers need support, too. Consider pairing less experienced managers with more seasoned leaders who can mentor them and offer guidance when they’re facing challenges.

  • Empower HR to Support Line Managers: HR shouldn’t just be the department that deals with problems. Instead, they can be a key resource in helping line managers develop their people management skills. Regular check-ins, workshops, and one-on-one coaching sessions can make a big difference.

  • Create a Culture of Open Communication: Encourage a culture where managers feel comfortable asking for help when they need it. This ensures that issues are addressed early and managers don’t feel isolated in their roles.

The Cost of Inaction

If your line managers are struggling, it’s costing your business more than you might realise. High employee turnover, low morale, and a lack of engagement are just some of the consequences. Don’t wait for the problem to get worse. By investing in your managers today, you’re investing in the future success of your business.

Are your line managers struggling? Let’s change that. With the right training and support, your managers can become the leaders your team needs. Contact me today to find out how I can help.

By focusing on developing your line managers’ skills, you’re not only improving their leadership capabilities but also ensuring the long-term success of your business. Don’t wait until it’s too late—invest in your people managers now, and see the benefits ripple throughout your entire organisation.