Managerial underperformance doesn’t happen overnight. Often, the signs start small, easily overlooked amidst the daily demands of leadership and team management. For L&D leaders, recognising these early warning signs is crucial to intervening before underperformance takes a toll on team morale, productivity, and business outcomes.

In this blog, we’ll explore the key indicators of managerial underperformance, how to address them, and why investing in effective manager training can make all the difference.

Why Early Detection Matters

Managers are the linchpins of organisational success. When a manager underperforms, the ripple effects can be profound: decreased team engagement, higher turnover, and missed targets. Recognising the issue early on gives you the opportunity to step in, provide support, and guide the manager back on track before things escalate further. This proactive approach not only safeguards the team’s morale and productivity but also strengthens the manager’s long-term potential.

Spotting the Subtle Signs

It can be tricky to detect the early signs of underperformance, but paying attention to subtle behavioural shifts can make all the difference. For instance, you might notice that a manager’s communication becomes less clear. Teams could start missing deadlines or struggling with priorities, often because they’re unclear about expectations or unsure of their roles. If this kind of confusion is cropping up, it might be time to take a closer look.

Another clue lies in team morale. A sudden dip in engagement, collaboration, or overall motivation often points to a leadership issue. A high-performing team usually reflects strong managerial leadership, so when the energy starts to wane, it’s worth asking whether the manager is equipped to steer the ship effectively.

And then there’s the avoidance of difficult conversations. Managers who shy away from addressing poor performance or conflict within their teams may lack the confidence or skills to handle these situations. This kind of avoidance can snowball, with unresolved issues quietly eroding team dynamics over time.

You might also notice resistance to feedback. When a manager becomes defensive or dismissive, it’s often a sign of underlying struggles—whether that’s a lack of self-awareness, discomfort with growth, or even burnout.

On the flip side, watch out for extremes in management style. Micromanagement can stifle a team’s autonomy and creativity, while over-delegation can leave them feeling unsupported and overwhelmed. Both approaches indicate that the manager is struggling to strike the right balance.

Finally, consider how well the manager adapts to change. In today’s fast-paced business environment, adaptability is critical. If a manager resists or struggles with new tools, processes, or strategies, it can hinder progress and signal deeper issues.

How to Respond Effectively

Once you’ve identified some of these signs, what next? The good news is that underperformance doesn’t have to be permanent. It’s all about taking thoughtful, proactive steps to support the manager and address the root causes of their struggles.

Start by conducting a behavioural assessment. Tools like Leadership DNA profiles can give you valuable insight into the manager’s strengths, blind spots, and how well they align with the role’s requirements. This helps you pinpoint specific areas for development.

Next, consider providing targeted coaching and support. Whether it’s enhancing their communication skills, boosting their confidence in handling conflict, or sharpening their decision-making abilities, tailored coaching can make a world of difference.

Clear expectations are also vital. Sit down with the manager to define measurable goals and agree on a timeline for improvement. This ensures everyone is on the same page and creates accountability.

And don’t underestimate the power of peer learning. Sometimes, seeing how high-performing managers approach similar challenges can provide invaluable perspective and inspiration.

The Case for Proactive Manager Training

While addressing immediate performance issues is essential, prevention is even better. That’s where investing in manager training comes in. The right training program doesn’t just equip managers to handle today’s challenges—it prepares them to lead with confidence, adaptability, and a deep understanding of their teams.

Great training builds self-awareness, so managers understand how their behaviours impact their teams. It sharpens their communication and decision-making skills. And most importantly, it provides actionable frameworks for managing and motivating teams effectively.

If your current training isn’t delivering these outcomes, it might be time for a rethink. A well-designed program tailored to your organisation’s unique needs can be the key to transforming underperformance into excellence.

Ready to Create Manager Training That Actually Works?

Don’t wait for underperformance to derail your teams. Download our free resource on How to Design Manager Training That Actually Works, and discover actionable strategies to build high-impact programs that equip your managers with the skills they need to excel.

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With the right training and support, even the most underperforming managers can transform into high-performing leaders—and we’re here to help you make it happen.

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