Have you ever paused to think about the impact a manager has on your workday? The way they provide guidance, support, and recognition—or fail to—can make the difference between loving your job or counting down the minutes until five o’clock. Poor management and disengaged employees are costing the global economy an enormous amount every year. Changing how people are managed might just be the easiest way to improve productivity, happiness, and engagement in the workplace.
But here’s the catch: many managers don’t get the feedback they need to grow. Less than half of employees have an opportunity to formally provide feedback to their managers, and fewer than one in four rate their manager’s performance. Without feedback, it’s no surprise that managers often miss opportunities to become the inspiring leaders they’d like to be.
At Simms & Associates, we believe that great management is the cornerstone of a happy and engaged workforce. Let’s explore what managers do well, where they struggle, and how they can transform blind spots into strengths.
Strengths: What Managers Get Right
Let’s start with the positives. Most managers excel at the basics: they’re responsive, approachable, and informed, providing their teams with essential resources. These traits are the bread and butter of good management—foundational to creating strong working relationships.
But here’s a twist: while these behaviors are important, they’re not the biggest drivers of employee engagement. The exception? High-quality feedback. Employees crave it, and when done right, it’s transformative. Yet even here, there’s room for improvement. For example, there’s a 19% gap between how managers perceive the quality of their feedback and how employees experience it. If we want to elevate engagement, we’ve got to close that gap.
Known Weaknesses: Room for Improvement
We all have areas to grow, and for managers, effective coaching tops the list. Managers and employees alike agree that meaningful feedback, motivation, and removing barriers to performance are critical yet lacking. The coaching habit —providing ongoing, high-quality feedback—is one of the strongest predictors of employee engagement. Yet it’s also the lowest-rated behavior among managers.
Meaningful feedback isn’t just a box to tick. It’s about having forward-looking conversations: How can we get better? What’s next? This kind of coaching transforms teams from simply “getting by” to thriving. Two way listening plays a big part in supporting effective communication together with fostering open, transparent and honest relationships.
Blind Spots: The Perception Gap
One of the more fascinating insights is the gap between how managers think they’re doing and how their teams feel. Take recognition, for example. Nearly 60% of managers think they’re doing a great job acknowledging their team’s efforts. Yet only 35% of employees agree. That’s a big disconnect. Celebrating success on a 121 basis and across the wider team helps to cement the messages to our teams.
Another blind spot is feedback frequency. While half of managers say they provide feedback weekly, only 20% of employees confirm they’re receiving it. It’s clear that good intentions aren’t always translating into meaningful action. Managers need to ensure their efforts resonate with their teams and align with their expectations.
How to Turn Insights into Action
So, what’s the solution? First, organisations need to create an open feedback culture. Managers benefit from precise, actionable input through tools like 360-degree reviews or simple two-way dialogues. Listening is the key to understanding—and improving.
Second, we need to reimagine what it means to manage. It’s time to go beyond the basics and focus on coaching: developing employees, discussing strengths, and setting meaningful goals. Establishing a “weekly coaching habit” can be a game-changer. These regular conversations create opportunities for growth, recognition, and connection.
Building Happier Workplaces, One Manager at a Time
Great management isn’t about being perfect. It’s about being present, intentional, and willing to grow. By helping managers understand their strengths, address their weaknesses, and uncover their blind spots, we can create workplaces where employees feel valued and inspired to do their best work.
Let’s invest in our managers, not just for their sake, but for the teams they lead. At Simms & Associates, our vision is to create a world where every employee feels valued, engaged, and empowered to thrive. Our mission is to help organisations optimise their workforce through innovative WFM and HCM solutions, fostering happier, more productive teams. After all, happy employees don’t just drive business results—they drive the world forward.