When team performance dips, it's natural to focus on the team itself. Are they hitting targets? Are they aligned with company goals? Are they motivated? But what if the root cause of underperformance isn't the team at all? What if the challenge lies in how the team are being managed? 

The reality is, managers have a profound impact on their teams. A manager who struggles to engage, motivate, and communicate effectively can inadvertently lead their team into underperformance. Let’s explore why this happens, how to diagnose it, and what steps you can take to address it.

The Ripple Effect of a Manager’s Behaviour

Managers act as the bridge between organisational goals and the people who execute them. When a manager falters in their role, the effects ripple across their team. Here’s how:

1. Lack of Motivation: A manager who doesn’t understand what drives each team member may default to generic encouragement or, worse, none at all. Over time, employees disengage, feeling unseen and undervalued.
2. Poor Communication: Whether it’s unclear expectations, inconsistent feedback, or avoidance of tough conversations, poor communication leaves teams feeling confused and directionless.
3. Failure to Delegate Effectively: Some managers micromanage, while others under-delegate. Both behaviours erode trust and stifle employee growth, creating frustration and reducing productivity.
4. Inability to Navigate Challenges: Teams look to managers for guidance during periods of change or conflict. A manager who lacks the skills to address these challenges can leave their team feeling unsupported and overwhelmed.

Diagnosing the Root Cause: Is It the Team or the Manager?

‍When evaluating underperformance, it’s critical to look beyond surface-level symptoms and identify the true cause. Here are three steps to help you uncover whether the issue lies with the team, the manager, or a combination of both:‍

1. Analyse Managerial Behaviour

• Does the manager set clear goals and expectations for their team?
• How often does the manager provide constructive feedback?
• Does the manager invest time in understanding individual team members' motivations?

A gap in any of these areas could indicate that the manager’s actions (or lack thereof) are contributing to the team’s underperformance.

‍2. Gather Feedback

• Conduct anonymous surveys or hold one-on-one conversations with team members to understand their experiences.
• Ask team members about the support and direction they receive from their manager.

Patterns of dissatisfaction or confusion can point to managerial shortcomings.

‍3. Evaluate Team Dynamics

• Are team members clear on their roles and responsibilities?
• Do they have the resources and support needed to perform their tasks?
• How do they respond to external challenges?

If the team shows potential but lacks direction or engagement, the root cause may be managerial rather than systemic.

‍The Manager’s Role in Unlocking Performance

‍Great managers don’t just oversee tasks; they actively create an environment where their teams can thrive. This involves:

• Understanding Individual Drivers: People are motivated by different factors, such as recognition, autonomy, or opportunities for growth. Managers who tailor their approach can tap into each employee’s potential.
• Providing Consistent Feedback: Constructive, regular feedback helps employees stay aligned and engaged, knowing what they’re doing well and where they can improve.
• Cultivating Trust: Teams need to feel supported and safe to take risks. Managers who foster trust create a culture of collaboration and innovation.
• Aligning Goals: Managers who connect individual roles to the bigger picture help employees see the value of their contributions, increasing motivation and accountability.

Practical Solutions for Addressing Underperformance

‍Once you’ve identified that managerial support and development could be a key factor in improving performance, here are three actionable steps: 

1. Invest in Behavioural Insights Equip managers with tools to understand their team’s behavioural drivers. Insights into what motivates individuals can transform a manager’s ability to engage their team effectively.
2. Provide In-the-Moment Coaching Real-time coaching helps managers develop their skills while addressing immediate challenges. This ensures they learn and apply best practices in real-world situations.
3. Establish Ongoing Training Continuous development ensures managers don’t just learn once but grow consistently. Training programmes focused on communication, delegation, and conflict resolution can build a stronger foundation for leadership success.

If You Think It's a Management Challenge, Here’s How to Fix It

‍If your audit points to management as a key factor in team performance, the next step is ensuring your managers have the right development and support to succeed

.Download “How to Design Management Development That Actually Works” to learn:

‍
✅ How to create a benchmark for each manager’s development 

✅ The behavioural shifts that will turn each manager into a high-performer

✅ A proven framework to build results-driven manager development - both for specific interventions (i.e. getting better at difficult conversations), and for company-wide management development

‍Get your free copy now and start building a management development strategy that actually drives long-term team performance.