Accidental Management: Communication

The silent productivity killer

One of the most significant challenges teams face in any workplace is poor management communication. It’s a silent productivity killer—leading to low morale, confusion, and ultimately, a breakdown in efficiency.

Effective communication isn’t just a desirable trait; it’s the foundation that builds trust, respect, and collaboration. When communication from management falls short, misunderstandings spread rapidly, expectations become unclear, and conflict becomes inevitable.

Addressing this issue requires a proactive approach focused on transparency, active listening, and consistent feedback. Leaders must ensure their messages are not only clear but also well-understood. It’s essential to foster an environment where team members feel comfortable speaking up, asking questions, and sharing ideas without fear of judgement. Open dialogue, the encouragement of diverse perspectives, and the validation of contributions are key to creating a positive and engaged workplace.

Conflict, while often perceived negatively, can sometimes drive innovation when managed properly.

The key lies in addressing disagreements early and calmly. Managers should guide discussions towards solutions rather than assigning blame. Active listening, empathy, and a willingness to compromise are essential skills for transforming tension into productive collaboration.

When conflict is left unresolved, it can lead to toxic behaviours such as gossip, passive-aggressiveness, and favouritism. These issues undermine team cohesion and create an atmosphere of distrust. Identifying and addressing these behaviours early is crucial to fostering a positive workplace culture. Providing training in emotional intelligence and conflict resolution can equip teams with the tools they need to manage difficult conversations constructively and maintain a respectful workplace culture.

If these toxic behaviours persist and management communication remains ineffective, the situation can escalate into serious allegations of bullying and harassment. Employees who feel marginalised or unfairly treated may pursue formal complaints through grievance complaints or even legal channels. Ensuring managers are trained in fair and respectful communication and conflict resolution is vital to preventing these issues.

Inadequate management practices often result from the top down so leaders need to make sure they have clear values that flow downwards into management attitudes and this includes ensuring leaders equip and provide the tool-kits needed such as training and proactive knowledge exchanges. The recognition term of this pattern for generalised poor management performance is the rise of what is now called the  ‘accidental manager’  often a poor soul sworn into the role with little to no training but expected to perform to a high level with exceptional and innate people management skills.

A groundbreaking new study from the Chartered Management Institute (CMI), in collaboration with YouGov, has unveiled the serious damage that poor management is inflicting on organisations and the wider UK economy.

The damaging impact of untrained and ineffective managers is undeniable. Although one in four members of the UK workforce holds a management role, only 27% of workers describe their manager as ‘highly effective’.

Poor management is directly linked to employees’ dissatisfaction and their likelihood of leaving their jobs. Among workers who rate their managers poorly, half plan to leave their company within the next year, only 34% feel motivated to do their best work, and just 25% are satisfied with their overall compensation.

The research also highlights troubling disparities across gender, ethnicity, and socio-economic backgrounds. Male managers were more likely than female managers to believe they had already learned enough about management, while managers from lower socio-economic backgrounds were less likely to hold formal management qualifications. Additionally, managers from white ethnic backgrounds were more likely to report being treated fairly and with respect compared to their non-white counterparts.

However, the report also offers a hopeful vision for the future. It demonstrates a clear link between well-trained managers and high-performing organisations. Trained managers are more likely to seek feedback, manage change effectively, and leverage technology to improve efficiency. They also inspire loyalty—72% of employees who rate their manager as effective feel valued and appreciated, compared to just 15% when managers are seen as ineffective.

Managers should adopt practical tools and techniques for effective communication which includes annual appraisals, regular one-to-one meetings that provide employees with a safe space to raise concerns and clarify expectations. Anonymous feedback channels can surface underlying issues that may otherwise go unnoticed. Mediation and facilitated discussions offer structured approaches to resolving disputes fairly and promptly. Training programmes focused on emotional intelligence, active listening, and cultural awareness equip managers with the skills necessary to lead diverse teams with empathy and respect. Consistently enforcing clear behaviour policies further establishes a standard of professionalism and inclusivity.

The risks associated with poor communication are far-reaching. High staff turnover, decreased employee engagement, and reduced productivity are just the beginning. Over time, ineffective communication erodes company culture and makes it challenging to retain top talent. By committing to improved communication practices, management can transform teams into cohesive, motivated, and resilient workforces where every member feels heard, valued, and empowered to contribute their best.

Investing in strong communication strategies is more than just good practice—it’s the cornerstone of a thriving and successful organisation. Let’s prioritise it.

Photo by UX Indonesia on Unsplash