In many organisations, it’s not uncommon to come across individuals who find themselves in managerial positions without any formal training or prior experience in leadership. In this blog, we will explore the concept of accidental managers, the common difficulties they encounter, and provide tips for successfully navigating their newfound leadership roles.
How are accidental managers shaping UK business?
Chartered Management Institute has been warning of the danger of accidental managers for years, and its research has estimated that as many as four out of five managers are accidental managers – that’s equivalent to 2.4 million of 3.4m UK managers bosses without adequate training not performing to their best.
The majority of companies in the UK are SME businesses, with small businesses (0 – 49 employees) making up 99.2% of all business.
Managers in the UK that categorise themselves as accidental managers: 70% CMI and 68% investors in people.
Just over two in five (43%) UK employees have quit a job because of a bad manager and more than half of those actively seeking a new job (53%) are looking to switch roles due to their current manager, according to new research from people analytics company, Visier. In the study of 2,100 workers, 85% agree that good management is key to their happiness at work.
Nearly two-thirds (65%) of UK managers don’t receive regular management training from their employers (26% haven’t even had any management training).
Cheaper to upskill than to hire. Many (79%) UK L&D professionals think it’s less costly to upskill or reskill an existing employee than hire a new employee to fill widening skills gaps.
Here are three main impacts that accidental managers can have:
Employee Engagement and Morale:
Managers, whether accidental or not, play a crucial role in shaping the work environment and fostering employee engagement and morale.
The ability to inspire and lead is crucial, I remember one of my first roles as a business development manager for a buy to let business, my manager at the time repeatedly said to “Lead by Example.”
They would often do similar work, create effective training tasks and reward by blasting out a snippet of music of your choice to everyone in the business when you sealed a deal. My manager had been a successful broker for many years and made the transition to manager with ease down to communication, support, and engagement.
Within the same industry my next role was a wholly different experience. My manager, although was an excellent broker, was totally shut off. Having been used to an experienced and successful, winning team, they were given three inexperienced mortgage brokers to manage. This proved to be a complete struggle as they were new to management, had pressures of targets and training with three complete novices was tricky! Peer-to-peer communication broke down, the manager was visibly more stressed and two of the newer members left the business within 12 months.
If accidental managers struggle with their new responsibilities or fail to effectively communicate and support their team, it can result in disengagement, reduced morale, and decreased productivity. The actions and behaviours of accidental managers significantly influence the overall happiness and motivation of employees.
Team Performance and Productivity:
Accidental managers have a direct impact on the performance and productivity of their teams.
While they may lack formal training, they bring unique perspectives and real-life experiences to their roles. When communicated correctly this can engage, inspire and motivate. Those who adapt quickly, provide direction, delegate tasks, and resolve conflicts directly influence team performance and overall business success.
If there is a high turnover of staff, the new staff who are required to be in those roles will be learning from scratch again! As a new employee requires a period of adjustment tasks won’t be completed as quickly which means projects may be delayed.
This would be the same for those who haven’t had proper training, they might make a major mistake which could result in experienced members of the team spending hours fixing it.
Succession Planning and Leadership Development:
When done correctly, accidental managers present an opportunity for organisations. The opportunity to develop future leaders within their ranks.
It rewards and highlights the potential and capabilities of individuals who may not have been traditionally considered for leadership positions.
When implement robust succession planning strategies, providing these managers with training and support businesses can grow and develop their leadership team.
This not only benefits the individual but also ensures a pipeline of capable leaders within the organisation, contributing to its long-term success and stability.
many organisations, it’s not uncommon to come across individuals who find themselves in managerial positions without any formal training or prior experience in leadership. In this blog, we will explore the concept of accidental managers, the common difficulties they encounter, and provide tips for successfully navigating their newfound leadership roles.
Accidental managers have a significant impact on UK businesses. Their lack of formal training poses challenges in employee engagement, morale, and team performance. However, by providing training and support, organisations can harness their potential, foster effective leadership and long-term success.