How can I help my managers be better leaders?

Business man standing at the front of a crowd in an office, looking out at raised hands

A surprising number of managers (over two-thirds, according to recent studies) describe themselves as accidental managers. They’re promoted not because of their leadership potential, but because they were great at their previous job.

When you think about it, this makes little sense. For most roles, we hire based on relevant skills and experience. But when it comes to managers – arguably the most influential people in an organisation – we often promote based on tenure or individual performance in a completely different role (make that make sense!?)

And then, they’re expected to thrive with little or no support.

That’s a problem. Because managers don’t just oversee tasks, they shape culture, influence retention, and impact team performance. Get management wrong, and the ripple effect is huge.

So how do you get it right? How do you help your managers succeed?

1. Start by choosing the right people, for the right reasons

Not everyone wants to be a manager, and not everyone should be. Leadership potential doesn’t always look like high performance in an individual contributor role. When considering who to promote, ask yourself:

  • Do they have the ability to coach and motivate others?
  • Can they communicate with empathy and clarity?
  • Do they show a genuine interest in helping others grow?

If not, think about alternative career paths that allow talented individuals to progress without needing to manage people – like specialist or expert tracks. Career development shouldn’t be a one-size-fits-all ladder.

2. Invest in proper leadership training

Too many new managers are dropped into the deep end. They’re expected to manage workloads, handle conflict, run one-to-ones, and support team wellbeing, without ever being shown how.

Training shouldn’t be optional or reactive. It should be proactive and ongoing. This could include:

  • First-time manager programmes
  • Peer mentoring or shadowing
  • Coaching from senior leaders
  • Workshops on feedback, delegation, and decision-making

The better equipped your managers are, the more confident and capable they’ll feel, and that has a direct impact on team morale and performance.

3. Create a culture of continuous feedback

Managers need to receive regular feedback just as much as they give it. Make space for open conversations about what’s working and where support is needed and don’t wait for annual reviews.

It’s also important to hear from the people they manage. Consider gathering upward feedback through anonymous surveys or facilitated sessions. This gives a fuller picture and helps managers understand the impact of their leadership style, not just their results.

Feedback, when done right, boosts confidence, drives improvement, and builds trust.

4. Give managers the autonomy to lead

Empowered managers are effective managers. Once expectations are clear, give them the room to make decisions, experiment, and drive change.

Micromanagement doesn’t just frustrate managers; it limits innovation and stalls progress. Instead, encourage ownership and trust their judgment. They’re closer to the challenges on the ground and often have fresh ideas about how to solve them.

The best managers don’t just enforce policy; they help shape it.

5. Support their ongoing development

Being a manager shouldn’t feel like the end of the road. Like everyone else, managers need growth, challenge, and a sense of purpose.

Regular career conversations matter. Ask your managers what they want next – more responsibility? Exposure to other departments? A step up into senior leadership?

Then find ways to support that, whether through advanced leadership training, cross-functional projects, or mentorship.

When managers feel they’re developing, they’re more engaged. And engaged leaders build stronger, more motivated teams.

Final thought

Strong management doesn’t happen by accident. It takes intention, support, and investment. But when you get it right, the payoff is huge in productivity, culture, and retention.

If you’d like help building a stronger management team, or support in hiring the right leadership talent, feel free to get in touch.