A recent study by workplace wellbeing platform Unmind, published on September 5, reveals that 40% of UK employees feel their managers do not have adequate training or the necessary skills to effectively perform their roles.
The survey, which included responses from 3,005 managers and employees, found that while 83% of managers claimed to have received formal training in people management, only 63% of employees believed their managers had undergone such training.
Furthermore, 57% of employees stated that their managers would benefit from additional training, and 67% admitted that they had either left a job or considered resigning due to ineffective leadership.
Nick Taylor, Unmind’s co-founder and CEO, highlighted a common issue in management development: “Managers are rarely given intentional training on how to excel in their roles. Being a great manager is no longer just about directing tasks but about unlocking employees’ potential.”
Ronni Zehavi, CEO of software company HiBob, emphasized the role of HR in addressing management gaps by leveraging data analytics. He explained that HR professionals should assess key metrics, such as employee turnover and absenteeism, to detect early warning signs of management issues. Regular employee feedback surveys, he suggested, can also help identify areas where leadership skills need improvement.
The study found that 49% of managers acknowledged a lack of training had negatively affected productivity. They cited key areas for improvement, including delegation (20%), providing feedback (26%), and organizational skills (25%). Employees, on the other hand, highlighted listening (32%) and team motivation (30%) as essential areas for managerial improvement. Interestingly, only 18% of managers identified listening as a weakness.
A separate study by HiBob, published on September 4, revealed a disconnect between Gen Z employees and their managers. The findings showed that 70% of managers struggle to effectively manage younger employees.
According to Sarah Hernon, principal consultant at Right Management, this gap stems from younger employees expecting more frequent career discussions. She suggested that HR departments could better equip managers by providing coaching-focused training. “It’s important to create an environment where managers feel confident in supporting employees’ career growth,” Hernon explained. She also proposed simple solutions such as asynchronous learning and peer coaching to enhance leadership capabilities.
Despite these challenges, recent research by Perkbox Vivup Group suggests that increased employee expectations may have a positive impact—87% of managers reported that higher demands from their teams led to improved engagement and job satisfaction.
In addition to leadership skills, managers also need to support employee wellbeing. Unmind’s research revealed a gap in mental health awareness between managers and their teams. While 71% of managers felt comfortable discussing mental health, only 54% of employees shared the same sentiment. Moreover, 26% of managers admitted to never receiving mental health training, despite 70% of employees believing such training would enhance their productivity and sense of support at work.
Taylor stressed the importance of holistic management training that goes beyond technical skills, incorporating emotional intelligence and mental health awareness. He concluded: “HR teams can bridge the gap by equipping managers with the right tools to create a supportive and high-performing workplace culture.”
