Managers who don't manage: the consequences of poor management
By Rose Byass
Bad management is one of the most universal challenges in the workplace. Many employees have worked under a manager who failed to lead effectively. Unfortunately, many managers rise to their positions due to past performance or company need, not because they’ve been equipped with the skills needed to lead a team. This article explores the significant impact of poor management and offers insight into how organizations can invest in their managers to ensure they succeed in their roles.
The Cost of a Poor Manager
A poor manager can be incredibly damaging to an organisation. When managers lack emotional intelligence, training, or an understanding of what it means to lead, employees bear the brunt of the consequences. Here are some ways bad management shows up:
- Taking credit for successes, blaming failures on employees: This erodes trust and fosters an environment of distrust.
- Failing to recognise or appreciate employee performance: Employees feel unvalued and motivation plummets.
- Micromanaging: Employees lose their independence, creativity is stifled, and engagement suffers.
- Distrusting employees: This results in employees feeling their decision-making abilities are shackled and undermines confidence.
- Playing favorites: Favoritism leads to disengagement and resentment.
- Giving unclear directions and having unrealistic expectations: This creates confusion and impedes employee performance.
- Staying inaccessible and avoiding difficult conversations: This leads to a breakdown in communication and reduced productivity.
These behaviors, when left unchecked, lead to poor morale, lower productivity, and higher turnover rates.
Why Bad Bosses Are So Common
New managers often receive little to no preparation for the leadership role. In many cases, they’ve been promoted due to their success as individual contributors, but the skills required to manage others are entirely different. Organisations don’t typically invest in developing their managers' skills, leading to confusion and frustration for both the managers and their teams. Lia Bosch, founder of Thrive People Strategies, points out that this lack of training is a critical factor in poor management. Many employees leave their jobs due to bad bosses—research shows that about 50% of people quit because of a manager.
What Makes a Good Manager
So, what does effective management look like? According to Bosch, a good manager spends 75% of their time managing people—building relationships, earning trust, overseeing career development, and resolving problems. Only 25% of their time should be spent on the technical tasks they once performed as individual contributors. Unfortunately, most organisations don’t provide managers with the time or resources to prioritise their leadership role. As a result, many managers focus more on tasks than on their people, failing to lead effectively.
The Micromanagement Trap
One of the most damaging behaviors a manager can exhibit is micromanagement. Many new managers feel the need to control every detail of their team’s work, often out of fear of losing control. This results in reduced employee autonomy and stifles creativity. Bosch suggests that great managers clearly communicate expectations, then step back and allow employees to determine the how while focusing on the outcome.
How to Help Managers Improve
Training is often touted as a solution to poor management, but one-off HR-led courses don’t usually address the root of the problem. Instead, companies should focus on long-term management development as a strategic priority. Bosch suggests mentorship programs and ongoing development opportunities that allow managers to learn and grow over time. By making management development a priority, organisations can ensure their managers are prepared for the challenges of leading people—and, in turn, improve employee satisfaction, productivity, and retention.
Conclusion: Investing in Leadership
Ultimately, poor management doesn’t just affect the employees—it harms the entire organisation. By investing in training, mentorship, and emotional intelligence development for managers, companies can create a healthier, more productive work environment. The key to strong leadership is not only having the technical know-how but also the emotional intelligence and management skills necessary to foster trust, respect, and growth.
