In businesses across the UK, a familiar mistake is being repeated: high-performing employees are being promoted into management roles without preparation or training.
This is how “accidental managers” are born—talented individuals suddenly responsible for leading others without the tools or confidence to do so.
These managers are expected to:
Translate strategy into action
Motivate and support diverse teams
Communicate clearly in every direction
All without the development they deserve.
Why It Matters
Poor management doesn’t just affect individuals—it hits the whole business. Poorly managed teams are:
❌ 44% less profitable
❌ Less engaged
❌ More likely to experience high turnover
Middle managers are the glue holding strategy and execution together. If they’re underprepared, that glue breaks. Graham Perkins, Director of sales agrees, ‘Our clients have recently shared that newly promoted managers in their organisations—often accidental managers—are unintentionally fostering poor communication, low morale, and inconsistent decision-making. This is stifling both growth and overall performance.’
5 Ways to Develop Managers Who Lead, Not Just Manage
1. Invest in Human Leadership Skills
Don’t assume soft skills come naturally. Empathy, emotional intelligence, and difficult conversations can (and must) be taught.
2. Provide Structured, Ongoing Training
Go beyond “learning on the job.” Managers need relevant, continuous development that evolves as they do.
3. Create a Culture of Clarity
Ensure messaging flows up, down, and across. Clear expectations prevent misalignment and frustration.
4. Support Their Wellbeing
Being in the middle is tough. Equip managers with tools to manage stress, set boundaries, and stay resilient.
5. Recognise the Role—and Raise Expectations
Middle managers aren’t admin—they’re strategic players. Value their contribution and set them up to lead with impact.
So, let’s stop promoting without preparation—and start leading with intention.
