No one wants to feel like they’re living in an episode of The Office. While the fluorescent lighting and boring jobs may have been grim, it was the questionable management of the incompetent and inappropriate David Brent that must have made working there downright miserable. 

Unfortunately, there are plenty of David Brents around these days, because bad managers are on the rise in the UK. A new study, conducted by Chartered Management Institute (CMI) with the help of YouGov, found that ‘accidental managers’ – managers who are promoted without adequate training and experience – are increasingly common. In turn, employees are often struggling with toxicity in the workplace. 

Stylist spoke to Daisy Taylor, a HR expert and manager at Absolute Digital Media, to find out why UK workplaces are filled with more bad managers than ever, what it means for workplace culture and what we should all be doing about it.

The rise of the ‘bad’ manager

According to the CMI’s study, a staggering 82% of managers are promoted into their positions for the wrong reasons. Instead of elevating people with relevant experience and giving them adequate training, people are being given managerial positions purely because “they are popular, good at their job or happen to be available to take charge”.

In addition, nearly half of the people involved in the study claimed that managers in their companies were promoted because of their internal relationships and profile, rather than their actual abilities.

So, why is this happening? “One of the main reasons is a lack of suitable alternatives,” says Taylor. 

Another common reason is that employers don’t always take leadership skills into consideration when making hiring choices. “In some circumstances, employers will reward technical skills over leadership qualities, which in most cases can lead to poor management as they are simply unprepared,” she says.

Taylor adds that the problem has been exacerbated by a rise in large companies that aren’t investing in their management training.

“Some companies, particularly those with mass staff, tend to train their employees using inadequate training and development programmes,” she says.

Why is investing in management training so important?

The study illustrates how important it is for companies to ensure they are hiring good managers and training them adequately. Half of the people who claimed they had a bad manager intended to leave their job within the next year, while two-thirds claimed their bad manager left them feeling unmotivated. In some cases, bad management can even lead to an insidious toxic culture in the workplace.

“Well-trained managers can inspire, guide and empower their teams, leading to increased productivity, employee satisfaction, and retention,” says Taylor. “Management training equips leaders with essential skills, such as communication, decision-making, conflict resolution, and strategic thinking, which are vital for navigating complex business environments.”

If you are dealing with a ‘bad’ manager, it can have a serious impact on your ability to do your job.

“Employees under ‘bad’ management may experience heightened stress [and] decreased morale, which can lead to decreased productivity and engagement,” Taylor continues. 

“Furthermore, the negative influence of a bad manager can extend beyond the immediate team, affecting the company’s reputation.”

Are you working with a ‘bad’ manager?

If you believe your workplace has promoted a ‘bad’ manager and not given them appropriate training, you may find day-to-day work difficult. It may become stressful if your manager isn’t guiding your team effectively. Or you might even find it difficult to approach them with your concerns if you feel they aren’t equipped to deal with them appropriately. 

“If your manager is not effective in their role, it’s essential to take a constructive approach to address the issue,” says Taylor. “First, consider initiating a conversation with your manager to express your concerns, providing specific examples and offering support or solutions.”

The next step is to take the matter to HR to a higher-level manager. If you still can’t find a resolution, it may be worth considering finding a new role at an organisation that values management training.

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Images: Getty