Why investing in your managers matters

75% of People Managers say they have NEVER received training on how to manage others

The world of work is undergoing a significant shift, with traditional pathways to career progression being redefined. Historically, management roles were seen as the default route to advancement, but for many Gen Z employees, the stress and lack of reward they observe in untrained managers make these roles unappealing. Instead, over half prefer to focus on individual contribution and personal growth to gain recognition. This changing attitude, coupled with the fact that 75% of managers report receiving no training since stepping into their roles, risks creating a management shortage. Without urgent investment in management development and support, businesses may face a critical gap in effective management, threatening organisational performance and workplace stability.

89%

of Employers recognise that Mid Managers play a crucial role in their business

That's approx. 8 million people in the UK today playing a crucial role in our economy. Middle managers are crucial to UK businesses as they bridge the gap between senior leadership and employees, translating strategic goals into actionable plans while ensuring day-to-day operations run efficiently. They play a key role in communication, team development, and motivating employees, fostering innovation, and addressing challenges such as conflict or change management. Their oversight ensures regulatory compliance and operational efficiency, making them pivotal during transitions and in maintaining productivity. In the UK’s diverse and evolving economic landscape, middle managers contribute significantly to talent retention, workforce upskilling, and driving both immediate results and long-term business success.

% Source: Robert Walters 2024

77%

of Managers state that they received no management training upon hiring or promotion

A lack of training for 77% of managers before taking on their roles can have significant negative effects. For businesses, it often results in poor decision-making, reduced efficiency, and higher staff turnover due to ineffective management. Teams led by untrained managers may face low morale, unclear expectations, and inadequate support, which can harm productivity and collaboration. For the managers themselves, the absence of preparation can lead to high stress, imposter syndrome, and burnout as they struggle to meet demands without the necessary skills. Ultimately, this gap impacts overall organisational performance, employee satisfaction, and the mental wellbeing of those in leadership roles.

% Source: Capterra 2024

69%

of Gen Z employees think taking a Management route of career progression is too high risk, low reward

The perception among 69% of Gen Z employees that management roles are too high-stress for too little reward is largely due to the lack of training they observe their current managers receive. Watching unprepared managers struggle with unclear expectations, team challenges, and mounting pressure without the necessary skills or support creates a negative impression of leadership. This lack of preparation not only heightens the stress and burnout of existing managers but also deters younger employees from aspiring to these roles, as they associate management with overwhelming demands and insufficient resources rather than opportunity and growth.

% Source: Robert Walters 2024

52%

of Gen Z employees would rather follow a route of individual contribution for progression

This shift in workplace attitudes explains why 52% of Gen Z employees would rather pursue a path of individual contribution for progression than take on a management role. Historically, becoming a manager was often seen as the default or easiest route to advancement, but today’s younger workforce places greater value on personal development and excelling in their own expertise. Having witnessed the struggles of poorly trained managers, many Gen Z employees view leadership roles as overly stressful and unrewarding. Instead, they prefer to focus on honing their skills, delivering measurable impact, and standing out as individuals to gain recognition and promotion, reflecting a broader change in how career success is defined.

% Source: Robert Walters 2024

don’t wait any longer

Contact Reimagine Learning Today!

We can help support your business to ensure your managers have the skills they need today, to ensure a successful tomorrow