The incredible bottom line impact of ‘accidental’ managers

Keywords: accidentalmanagers, leadership, highperformance, sustainablesuccess

Date: 18 March 2025, WorkLife Digital

The reality facing many organisations today is stark: many of their managers are not equipped to lead effectively. Research* highlights the prevalence of individuals promoted to leadership roles without formal preparation (alarmingly 82% of managers), with promotion often based on technical expertise or availability rather than managerial ability. This phenomenon has far-reaching consequences, including plummeting team morale, reduced productivity, and high employee turnover.

The hidden costs of accidental managers

Accidental managers often find themselves overwhelmed by the day-to-day realities of leading teams. Tasks once handled by HR such as employee well-being, compliance, and career development are often now on their shoulders. Without the necessary skills or support, these managers struggle, leading to:

Productivity losses: Ineffective managers can reduce productivity by up to 4.5% per employee, costing organisations billions annually.
High turnover: Poor management is a primary driver of employee dissatisfaction, with 50% of workers leaving jobs due to bad bosses.
Low engagement: Managers account for 70% of the variance in employee engagement scores. Teams led by untrained managers are often disengaged and underperforming.
Burnout and stress: Middle managers report feeling overwhelmed and unsupported, with 75% experiencing burnout due to inadequate training and resources.

These issues not only harm individual teams but also ripple across the organisation, undermining culture, innovation, and financial performance.

Why manager development is a strategic imperative

Investing in manager development isn't a luxury; it’s a necessity. Organisations with robust leadership training and support consistently outperform their peers. Key benefits include:

Enhanced team performance: Trained managers foster high-performing teams with better morale and productivity.
Improved retention: Employees are three times more likely to stay in organisations where managers are effective leaders.
Financial gains: Companies with effective leadership development programs report up to 23% better results and are 32% more productive.
Cultural transformation: Leadership training creates a culture of continuous improvement, innovation, and collaboration.

The role of mentoring and coaching in manager development

While formal training programs are essential, they often fail to address the practical challenges new managers face. This is where mentoring and coaching come in. These personalised approaches provide real-world guidance that accelerates learning and builds confidence.

Skill development: Mentors help new managers develop critical skills like communication, decision-making, and conflict resolution through hands-on guidance.
Increased confidence: Regular feedback from mentors or coaches helps managers overcome ‘imposter syndrome’ and navigate challenges with greater assurance.
Faster learning curves: Learning from experienced leaders allows new managers to avoid common pitfalls and adapt quickly to their roles.
Stronger relationships: Coaching fosters trust and collaboration within teams while mentoring builds a sense of belonging and commitment.
Resilience and well-being: Support systems provided by mentors reduce stress and improve job satisfaction for new managers.

Mentorship doesn’t have to be limited to senior leaders: peer-to-peer mentoring can also be highly effective in creating a support network for new managers.

Practical steps for businesses

To address the accidental manager crisis, organisations need a multi-faceted approach that combines structured training with ongoing mentorship and coaching:

1. Identify skill gaps

Conduct assessments to understand where new or existing managers need support. Use tools like externally-led engagement surveys, 360-degree feedback or performance reviews to pinpoint areas for improvement.

2. Build comprehensive training programs

Develop programs that go beyond theory to include practical skills like emotional intelligence, time management, and strategic thinking. Incorporate case studies, simulations, and role-playing exercises for real-world application.

3. Establish mentorship programs

Pair new managers with external mentors or experienced leaders who can provide guidance tailored to their unique challenges. Formalise these programs with clear goals, milestones, and regular check-ins.

4. Offer leadership coaching

Provide access to professional coaches who can work one-on-one with managers to develop self-awareness, navigate complex situations, and build resilience.

5. Measure impact

Track metrics like employee engagement scores, retention rates, and team performance to evaluate the effectiveness of your manager development initiatives.

The bottom line

Organisations cannot afford to leave management effectiveness to chance. Accidental managers may start as liabilities but can become invaluable assets with the right support systems in place. By investing in structured training programs combined with mentoring and coaching initiatives, businesses can create a pipeline of strong leaders who drive performance, foster innovation, and build resilient teams.

WorkLife Digital is a global mental-wellbeing consultancy driven by the mission to improve the sustainability of businesses. Our psychological wellbeing tool, Worklife Quotient (WL-Q), is modelled on cutting-edge scientific research and provides organisation-wide measurement and intelligence on the mental wellbeing levels and psychological resilience of staff. WL-Q also assesses the impact of organisational practices (i.e. people and culture, leadership styles, organisational purpose and values, social impact) that have a direct influence on staff wellbeing and provides strategic recommendations on addressing risks and promoting strengths.

For more information, get in touch at lisa@worklife.digital

REFERENCES

Chartered Management Institute: Better Management Report. UK 2023
https://www.managers.org.uk/wp-content/uploads/2023/10/CMI_BMB_GoodManagment_Report.pdf