When my husband was a middle manager for a large corporation, I used to always say no one gets dumped on more than a person in his position in the org chart. Brutal? Maybe. But I have seen it over and over again in organizations.
Being a manager is hard. But what’s even harder? Being a manager without a clear definition of what “good” looks like, without the time to actually manage, and without the training or support needed to succeed. Unfortunately, this is the reality in many organizations, and it’s costing businesses more than they realize.
The Problem: Managers Are Set Up to Struggle
Most organizations expect a lot from their managers but rarely give them the tools or clarity they need to thrive. Here’s where things usually go wrong:
- No Clear Definition of a Good Manager: Ask ten people in your company what makes a good manager, and you’ll probably get ten different answers. Without a shared understanding, managers are left guessing about what’s expected of them, leading to confusion and inconsistency. I wrote about that topic more here.
- Not Enough Time to Actually Manage: The reality is, each direct report needs about 10% of a manager’s time. If a manager has more than 7 or 8 people reporting to them, they’re stretched too thin to give anyone the attention they deserve. Instead of leading, coaching, and supporting their teams, managers end up firefighting or drowning in admin.
- Little to No Training: We often promote our best performers into management roles and then expect them to just “figure it out.” But managing people is a completely different skill set. Without proper training, even the most talented individuals can struggle to lead effectively.
What Does a Good Manager Actually Look Like?
Good managers aren’t just born, they’re made. And while every company is unique, there are a few qualities that consistently show up in great managers:
- Clear and honest communication
- Strong organizational skills
- The ability to delegate and trust others
- Confidence and decisiveness
- Respect for their team and the company’s mission
But here’s the catch: your managers need to know which of these qualities matter most in your organization, and they need support to develop them.
How to Start Supporting Your Managers (For Real)
If you want your business to grow without the constant pain of people problems, it’s time to invest in your managers. Here’s how you can start:
1. Define What “Good Management” Means in Your Business: Create a simple, clear description of what you expect from your managers. Make sure everyone, from owners to team leads, agrees on it.
2. Right-Size Your Teams: Aim for no more than 7-8 direct reports per manager. This gives managers enough bandwidth to truly support each person on their team.
3. Give Managers Time to Manage: Protect their calendars. Block out time for them to coach, check in, and develop their teams, not just chase deadlines or attend meetings.
4. Invest in Training: Don’t assume your managers know what to do. Offer practical training on communication, delegation, time management, and leadership skills. This isn’t a “nice to have,” it’s a must-have for long-term success.
5. Provide Ongoing Support: Make sure managers have the resources, feedback, and encouragement they need. Management isn’t a one-and-done skill; it’s something that needs to be nurtured over time.
The Bottom Line
When you support your managers the right way, you create a ripple effect: happier teams, smoother operations, and a business that runs with less stress and more clarity. Don’t wait until things break, start building a culture where managers are set up to win.
Ready to make management your business’s secret weapon? Let’s talk. If you want to create real clarity, better processes, and stronger leaders in your organization, reach out today. Together, we’ll make sure your managers and your business are set up for lasting success.