What Do We Mean by Managerial Issues?
Managerial issues refer to the obstacles and dysfunctions that block a leader’s ability to guide, motivate, and develop a team effectively. They’re not limited to the dramatic moments of conflict or high-pressure crises. Often, these issues emerge quietly through:
- Lack of accountability
- Disconnection between leaders and their teams
- Skills gaps
- A toxic or unclear workplace culture
These problems don’t just exist in isolation. They tend to feed into one another, creating an environment where progress stalls and frustration grows. At their worst, managerial issues lead to disengagement—from managers and their teams alike.
Click above to see how we can help you unlock your potential.
10 Most Common Issues Managers Face (and Why)
Even the most well-intentioned leaders stumble. Here’s a closer look at ten common challenges managers frequently face:
- Underperformance: When team members don’t meet expectations, it can point to unclear goals, lack of support, or poor communication.
- Understaffing: Managing workloads with too few people leads to burnout and mistakes—and managers bear the brunt.
- Poor communication: Mixed messages and silence from above create confusion and tension at all levels.
- Weak organisational culture: Without a strong cultural foundation, teams lack shared purpose, values, and behaviours.
- Transitioning into leadership: Emerging leaders often struggle to move from “doing the work” to leading others effectively.
- Lack of feedback: Without regular, honest conversations, people don’t grow—and resentment can build.
- Low morale: Unaddressed issues, favouritism, or a lack of recognition can chip away at motivation.
- Conflict between team members: Managers are expected to mediate disputes without always having the tools to do so.
- Unclear expectations: When no one’s sure what success looks like, accountability becomes impossible.
- Resistance to change: In times of change, uncertainty reigns. Without strong leadership, teams flounder.
Many of these challenges are symptoms of deeper systemic problems—which brings us to the next point.
Why Managerial Issues Happen: Deep Dive
Managerial issues often stem from more than just poor habits or a lack of training. There are deeper causes that, if unaddressed, continue to trip up even the most established leaders.
1. Role Conflict & Ambiguity
When a manager doesn’t fully understand their own responsibilities—or when those responsibilities clash—confusion spreads through the team.
2. Transition Struggles
First-time managers face an uphill battle shifting from peer to authority figure. Without leadership coaching or guidance, this transition can be rocky.
3. Abusive Supervision
This doesn’t always mean outright aggression. It could be persistent criticism, public shaming, or passive-aggressive behaviour that wears teams down.
4. Workplace Politics & Incivility
Favouritism, gossip, or silent competition between departments often go unchecked, making the workplace feel unsafe or unfair.
When these forces are allowed to build, they contribute to a slow erosion of trust—and that’s when things can start turning toxic.
Click above to see how we can help you unlock your potential.
When Managerial Issues Turn Toxic
Not all bad management is malicious. But even unintentional behaviours can have a lasting impact. Here are a few of the most damaging patterns:
- Micromanagement: Hovering over every detail signals a lack of trust and drives people away from taking ownership.
- Toxic Positivity: Always glossing over problems with forced cheerfulness makes team members feel unseen or dismissed.
- Disengaged Managers: Leaders who go silent or disappear in tough times leave teams feeling unsupported and unimportant.
- Lack of Preparation: A manager without the management training or self-awareness to lead can quickly lose the confidence of their team.
These behaviours are more common than you might think—and with platforms like TikTok and Reddit, Gen Z employees are now airing workplace grievances publicly, putting even more pressure on organisations to clean up their act.
The Cost of Poor Management: Impact on Teams
So what happens when these issues go unchecked? Here’s what to look out for:
- High staff turnover: People don’t leave jobs—they leave managers.
- Burnout: Poor boundaries, lack of recognition, and unclear direction all take a toll on mental health.
- Erosion of trust: If team members feel unsupported or unfairly treated, psychological safety disappears.
- Low productivity: When motivation drops, so does output. And trying to fix it through pressure or micromanagement only makes things worse.
All of these outcomes feed into each other. Poor management creates stress, stress creates mistakes, and mistakes reinforce negative cycles.
How to Fix Managerial Issues
Thankfully, none of this is permanent. Here are some strategies corporate leaders can start applying today.
1. Set Clear Expectations
Define what success looks like. Be specific, realistic, and consistent. Clarity cuts through confusion and builds accountability.
2. Offer Regular, Constructive Feedback
Don’t wait for annual reviews. Make feedback an ongoing conversation—not a lecture.
3. Support New Leaders
Transitioning from team member to manager is tough. Offer mentorship, practical training, and space to fail safely.
4. Tackle Problem Behaviours Early
Address toxic behaviours directly and professionally. Don’t ignore them because they’re uncomfortable.
5. Build a Values-Driven Culture
A workplace isn’t truly healthy unless people feel valued, safe, and trusted. Align systems, behaviours, and leadership signals with your company’s core values—not just business KPIs.
6. Lead with Vision, Stretch, and Safety
Managers should offer a clear direction (vision), challenge people to grow (stretch), and create a secure environment where speaking up isn’t punished (safety).
These three ingredients, though difficult to balance, are the foundation of real leadership. They also separate good managers from transformational ones.
Unlock Better Leaders by Checking Your Culture
Leadership isn’t just about performance—it’s about people. If your workplace is grappling with persistent issues, start by asking: Are we creating a space where people can do their best work and feel safe doing it?
Take stock of your management practices. Get feedback. Invest in coaching programs. And most importantly—act on what you learn.
