Managing Challenging Managers
The success of HR leaders is deeply connected to the effectiveness of managers within an organisation. Inefficient or underperforming managers pose ongoing challenges, creating ripples that affect HR operations, employee engagement, and strategic goals. Addressing these challenges requires a holistic approach that tackles both the symptoms and root causes of managerial underperformance. For HR leaders and senior leadership teams, navigating this complex terrain is a critical aspect of organisational success.
Key impacts of poor-performing managers
- Increased workload for HR
When managers underperform, HR leaders often bear the brunt of the consequences. They must handle escalated employee grievances, mediate conflicts, and design remedial training programmes—all of which divert time and resources from strategic HR priorities. The additional workload can be overwhelming, requiring HR professionals to juggle immediate operational demands with their long-term strategic goals. This dual responsibility often leads to burnout among HR teams, further compromising organisational efficiency.
- Diminished employee morale and retention
Ineffective management can lead to widespread dissatisfaction among employees, resulting in higher turnover rates and lower morale. Employees who feel unsupported, undervalued, or micromanaged by their managers are more likely to disengage from their roles. This disengagement can manifest in decreased productivity, absenteeism, and a negative workplace culture. HR leaders are left to address these issues reactively, implementing retention strategies such as stay interviews, improved benefits, or team-building initiatives. However, these measures often serve as temporary fixes rather than addressing the underlying managerial problems.
- Heightened compliance risks
Poor managerial practices increase the likelihood of legal and compliance issues, including claims of harassment, discrimination, or unfair treatment. These issues can have far-reaching consequences, from costly legal battles to reputational damage that erodes trust among employees and stakeholders. Furthermore, non-compliance with workplace regulations often stems from a lack of managerial training or awareness, placing additional pressure on HR to implement corrective actions. The time and resources spent on mitigating these risks detract from HR’s ability to focus on proactive, value-adding initiatives.
- Strategic misalignment
Underperforming managers often fail to align their teams with the organisation’s strategic objectives, leading to inefficiencies, missed opportunities, and reduced organisational effectiveness. Misalignment can occur when managers lack a clear understanding of the organisation’s goals or when they are unable to communicate these goals effectively to their teams. This disconnect requires HR to intervene, often through restructuring, additional training, or realignment exercises. Such interventions can be costly and time-intensive, further emphasising the importance of addressing managerial performance proactively.
Solutions for managing challenging managers
- Invest in executive coaching
One of the most effective ways to address poor managerial performance is through executive coaching. By focusing on behavioural transformation, coaching equips managers with the tools to improve their leadership style, communication skills, and decision-making processes. Executive coaching is tailored to individual needs, addressing specific weaknesses while building on strengths. For example, a manager struggling with delegation might learn techniques to empower their team, while another with poor conflict resolution skills might develop strategies for fostering harmony.
- Define clear accountability and performance metrics
Accountability is key. Setting clear, measurable goals for managerial performance ensures that expectations are transparent and outcomes are trackable. Well-defined performance metrics not only provide a framework for evaluation but also offer managers a roadmap for success. Regular performance reviews, coupled with constructive feedback, enable managers to identify areas for improvement and take actionable steps. Moreover, a culture of accountability encourages managers to take ownership of their responsibilities, promoting a proactive approach to problem-solving and decision-making.
- Enhance communication and support structures
Strong communication and robust support systems are essential to mitigating the impact of managerial underperformance. HR leaders should ensure managers have access to clear directives from senior leadership, consistent HR support, and opportunities for peer learning. For example, creating forums for managers to share challenges and best practices can foster a sense of community and continuous improvement. An environment that fosters open dialogue and collaboration reduces friction and helps managers thrive in their roles.
- Prioritise managerial development in organisational strategy
Addressing managerial performance should be embedded within the broader organisational strategy. This includes prioritising leadership development at all levels, from first-time managers to seasoned executives. By integrating managerial development into succession planning and talent management strategies, organisations can create a pipeline of capable leaders who are prepared to navigate future challenges.
- The strategic value of addressing managerial challenges
Effectively managing poor-performing managers is not just an operational necessity; it is a strategic imperative. By addressing the root causes of underperformance and implementing targeted solutions, HR leaders can significantly enhance organisational health. Moreover, developing leadership capabilities within the HR function and among leadership teams has a cascading effect, reducing conflicts and boosting overall performance. A well-supported and capable managerial team contributes to a positive organisational culture, improved employee engagement, and sustainable growth.
By implementing these strategies, HR leaders can not only mitigate the challenges posed by underperforming managers but also create a workplace environment where both employees and managers can excel. The result? A stronger, more resilient organisation poised for long-term success.
Rabia Mirza
Founder & CEO
Outsourced HR Consulting | Executive Coaching | Leadership Training
