In an April 2024 Gartner survey of human resources leaders, only 35% reported being satisfied with the effectiveness of mid-level managers and 27% reported the same about frontline managers. Additionally, a July 2024 Gartner survey of 3,529 employees found only 38% reported satisfaction with the quality of their manager, and a little more than half said they trust their manager, according to Harvard Business Review.
When managers are not effective, it can affect productivity, performance and morale. Gartner surveys from 2025 show 80% of managers are overwhelmed by increasing responsibilities and one in four managers would prefer not to be people managers. Many of the reluctant managers took on the role without knowing much about it or without having access to mentorship or opportunities to determine whether they were a good fit for a manager role.
Individual performance often is a main factor when companies select managers rather than assessing the management potential of employees. And reluctant managers tend to be less committed and engaged in their role.
One way to prevent reluctant managers is to show candidates the most challenging aspects of the management job before they take on the role so they can make an informed decision regarding whether they want to make the move to manager. This could include candid conversations with relatively new managers or openly discussing workload. It also is crucial candidates can opt out of managerial roles and consider roles that are a better fit.
When it comes to existing reluctant managers, there may be managers who truly dislike the role and the work and managers who feel overwhelmed but whose mindsets could be improved. If a manager’s reluctance has deep roots, it could be best to find a different role where that individual could thrive. If a manager’s reluctance is caused by lack of confidence and feeling overwhelmed, there are steps leaders can take. Try to identify management-type skills the manager uses in his or her personal life that can be transferred to management methods at work to build confidence. To address overwhelm, help managers develop one habit at a time to teach them to use techniques such as scheduled email blocks or turning off email notifications to decrease interruptions.
Being more proactive about assessing the management potential of employees can help you ensure your company has the right people in manager roles.
