Managers Not Up to the Task? You Need Manager Training

Wed 27 Sep 2017

Manager talking to employees

Over the course of our working lives, we work hard to thrive and develop in our careers. Businesses, too, are always looking to promote employees who impress with the right technical skills. Once in a managerial post, however, people can find themselves struggling to make the desired impact. 

They have been promoted on the basis of their technical expertise, but find themselves in a managerial role without the skills to lead and develop their team. While the ‘accidental manager’ is nothing new, it is something that still plagues industry and costs firms vast sums of money. 

Research shows that 2.4 million accidental managers are currently operating in Britain, and they are costing employers approximately £84 billion a year. 

This blogpost will be discussing common examples of poor managers, how to identify poor management and how CMI courses can ensure managers have the skill and competency they need to succeed at the job.  

Examples of poor management 

Lack of communication 

Poor managers may not provide clear instructions, fail to share important information, or avoid having meaningful conversations. This lack of communication leads to confusion and a lack of trust within the team. 


Micromanagers tend to excessively control and closely monitor their employees' work, which undermines autonomy and creativity which can stifle innovation and demotivates employees. 

Inconsistent feedback 

Employees need regular feedback to understand their performance and identify areas for improvement, and recognition for their achievements. When managers fail to provide constructive and consistent feedback, employees may become disengaged and unsure of their responsibilities. 

Lack of empathy 

Poor managers fail to understand the needs and concerns of their employees, resulting in a lack of support and understanding. This lack of empathy can lead to low morale and high turnover rates. 

Failure to delegate 

Managers who feel the need to control every aspect of a project can create an environment of stress, burnout and an overall lack of opportunities for professional growth within the team.  

Ignoring work-life balance 

Poor managers may prioritise work over the well-being of their employees, expecting long working hours, disregard personal commitments, and fail to recognise the importance of work-life balance. This can lead to increased stress, decreased job satisfaction, and a negative impact on mental and physical health. 

Lack of development opportunities 

Failing to invest in the professional development of employees is a common pitfall of poor management. Managers should provide opportunities for training, skill-building, and career advancement. When employees feel stagnant and unchallenged, they may become disengaged and seek opportunities elsewhere. 

Failure to lead by example 

If managers do not exhibit the behaviours and values they expect from their team members, it undermines trust and respect. Employees are more likely to be motivated and engaged when they see their managers demonstrating the desired attitudes and work ethic that they themselves promote. 

Poor conflict resolution 

When conflicts arise within a team, poor managers may avoid addressing them or handle them poorly, which can lead to tension, decreased collaboration, and a toxic work environment. Effective conflict resolution involves active listening, open communication, and finding mutually beneficial solutions. 

Lack of recognition and appreciation 

Failing to recognise and appreciate the efforts and achievements of employees can lead to demotivation and decreased morale. Managers should acknowledge and reward good performance, fostering a positive and supportive work culture. 

How to identify poor management  

There are several ways to spot signs of poor management within an organisation.  

  • If there is a constant stream of employees leaving the company, it may signify dissatisfaction with their managers or the overall work environment.  
  • Frequent complaints and lack of employee motivation is another telltale sign of poor management. It is important to listen to the voices of employees and determine if the issues are due to poor management. 
  • A high turnover rate can be costly to an organisation, as can low productivity, conflicts and the absence of growth opportunities.  

Looking out for the mentioned signs can be an indicator of poor management.  

What is the solution for poor managers? 

The answer to unskilled managers is a manager training course! 

The CMI Level 3 and Level 5 Diploma in Management and Leadership qualifications have been designed to help employees who find themselves in a managerial role, but lack the management skills and knowledge to be successful in the job. 

The certified manager course focuses on supporting businesses in solving the issues that arise due to poor management. In today’s competitive world, training managers and leaders is not a ‘nice to have’, but rather a necessity. The CMI chartered manager courses are specifically geared towards enabling companies to become more efficient and effective. 

Through the CMI management courses, learners will reach chartered manager status as recognised by a professional body, the Chartered Management Institute (CMI)  which is the highest status for a professional manager, and exemplifies dedication to continuing professional development. 

Find out more about our CMI courses and enrol your employees today to progress your business.  

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