A new study reveals a concerning trend in UK workplaces: 82% of managers are considered “accidental managers,” having been promoted to leadership positions without the necessary skills or training. This lack of preparation is leading to significant employee dissatisfaction and may be one of the key reasons behind high staff turnover in many organizations.

The research, conducted by the Chartered Management Institute (CMI), surveyed 4,500 workers and managers, highlighting the crucial role that leadership training plays in employee satisfaction and organizational effectiveness. According to the study, many managers are promoted due to their titles or technical expertise rather than leadership capabilities, which severely impacts the quality of management.

The findings show that 52% of managers do not hold any formal qualifications in management or leadership. Shockingly, 33% of managers—one-third of the leadership pool—have never received any formal management training, including 26% of senior managers. This lack of professional development leaves many employees feeling unsupported and dissatisfied in their roles, leading to decreased morale and productivity.

An anonymous middle manager expressed concern over the growing number of untrained leaders in the UK, stating, “These untrained managers are damaging organizational culture, productivity, staff wellbeing, and, as a result, the national economy.” She emphasized the importance of trained leaders who possess emotional intelligence to foster a positive work environment, support staff, and drive innovation. Without these crucial skills, organizations risk stagnation and even decline.

Despite the widespread lack of training, some managers still manage to inspire confidence in their teams. The survey found that 27% of employees rated their manager as highly effective, even without formal qualifications. However, the majority of employees (37%) considered their managers only somewhat effective, while 18% described them as neither effective nor ineffective. Alarmingly, 18% of employees rated their managers as ineffective, with 6% saying they were highly ineffective.

This discrepancy highlights the varying quality of leadership across organizations. While some managers manage to perform well despite limited training, others struggle to meet expectations, leading to frustration among staff. It’s clear that organizations must prioritize leadership development to ensure that managers are equipped with the skills needed to succeed in their roles.

The research also revealed a concerning gap in leadership confidence. Nearly 18% of managers admitted to feeling less confident in their leadership abilities, while 60% felt confident but recognized the need for further development. This indicates a significant need for ongoing training and support to enhance leadership effectiveness.

A senior manager further explained the importance of strong leadership, noting that a good manager has a profound impact on employees’ work and personal lives. Employees often spend more time with their managers than with their families, and supportive leadership can enhance not just work-life balance but also overall employee well-being. By creating a culture where employees feel motivated, independent, and supported, managers can boost job satisfaction, retention, and performance.

The study’s findings present a clear call for change in how organizations approach leadership development. To improve employee satisfaction and reduce turnover, businesses must invest in formal management training, equipping leaders with the skills to support their teams effectively. As the study suggests, organizations must prioritize emotional intelligence, communication, and leadership capabilities to foster a more positive and productive workplace environment.