Insight: what UK managers are thinking

And while a lot of focus has been on engaging and supporting employees as a whole, managers have been feeling the squeeze more than most. 

After all, they’re also employees, just like the people they manage, so will be dealing with a lot of the same issues. At the same time, they’re being pressured by business leaders to support and motivate their teams. 

Plus, the diverse nature of workforces means they can’t just have a one-size-fits-all management style. Like the times when S Club 7 used to top the charts, those days are long gone.

Interestingly, research suggests that managers have more of an impact on people’s mental health than their therapist or doctor. Yet last year, a study from Gallup found that managers are more likely than non-managers to be burnt out, disengaged and job hunting. 

It’s something that really piqued our interest here at Perkbox, and we wanted to see what the deal was here in the UK. That’s why we surveyed 2,000 junior to mid-level managers. 

Here are some of the key findings from our research — and to get more insight, check out the full report here!

Wellbeing woes

One of the eye opening stats was that 73% of managers say they’re being asked to do more with less resources.

Now, having to do more for less is probably a common feeling for people at all levels. But as we touched on earlier, managers are in a unique position, so are struggling a lot. 

Think about some of the things they’re responsible for, and how these have ramped up.

Business strategy. KPI setting. Talent management. Wellbeing. Motivation. D&I. The list could go on but we know you’d rather read some more interesting stats. So here’s another one:

59% of managers say all of this is having an impact on their mental wellbeing. This is bad on both a human level, and from a business perspective. So if there’s one piece of advice we’d give, it’s to make sure you’re supporting your managers properly.

Practical training is top of the wishlist

Our research also showed that 77% of managers have taken it upon themselves to develop new skills and competencies. 

While this is a good sign and shows them being proactive under pressure, it shouldn’t be purely down to them. Businesses need to step up a bit more.

Interestingly, we asked managers what was currently preventing them from being able to deliver, or even overperform — and training came out as the main factor.

What is preventing you from delivering what’s needed / overperforming as a manager? 

(Top three responses)

1. I have not received adequate training on how to improve my skills as a manager
2. I don’t have time to focus on managing and developing my team
3. I do not have the power to offer discretionary perks and benefits to my team members

Look at things like mental health first aid courses for anybody that leads a team. It’s also worth training them on the right questions to ask in 1-2-1 meetings, as well as red flags to look out for around their team’s mental health.

These can be a lot harder to identify than physical problems, but they’re not always invisible. Here are some of the things you can ask managers to keep an eye out for.

• Someone’s tired when at work
• Someone takes more time off than usual (without a clear reason) or shows up constantly late
• Someone’s easily frustrated, gets angry, or responds in an irritated way
• Someone isn’t eating properly
• Someone’s productivity plummets
• Someone stops keeping up with their appearance or has poor hygiene
• Someone stops participating in social activities

Cost of living care is crucial

72% of managers said they were concerned for their team’s financial wellbeing, and 62% said they were having to deal with more and more non-work queries on things like the rising cost of living. Any tools you can provide around this would definitely help your managers help their people.

One example is an employee discount scheme. 

These help people save money on a wide range of things, from the weekly supermarket shop, to large and occasional purchases like holidays. Over the course of a year, it can put thousands back into their pocket.  

Interestingly, over a quarter (27%) said discount schemes were the most effective tool at motivating their teams, so the benefits of this aren’t just about supporting employees — it can also have a positive impact on the work they do.

Aside from shopping, there are other expenses you can help with through your benefits package. For instance, how about offering health or travel insurance? People often want or need these, but the monthly payments can be off-putting. Subsidising travel costs can also be a big help.

Diverse management for diverse workforces

We mentioned earlier that workforces today need to be managed as individuals. It’s something managers seem very aware of, with 75% saying that increasing diversity across team members required a varied approach to management.

This isn’t something they’re shying away from either — in fact, they’re embracing it. 88% said they encouraged their team members to bring their authentic selves to work, and the majority highlighted the benefits of a varied management style.

Tailoring my leadership style to each individual has resulted in:

• Stronger relationships with my team: 85% agree
• Each team member feeling valued: 86% agree
• Better employee engagement and satisfaction: 87% agree.

This is all pretty encouraging and shows that managers are adapting to the changing workforce.

A word of warning though. While managers are embracing the fact that everyone is an individual — they aren’t being given the full range of tools to help them support and motivate the individuals in their team. Less than half (46%) have access to rewards that they can tailor for different people, while 66% say their team members want greater access to personalised perks and benefits.

It’s worth listening to managers closely and empowering them with the tools they’re asking for. After all, they deal with their people day in, day out. Having the ability to manage them in the way they see fit will only make them better at their job.

Want more insight into the UK manager mindset? Download the full report now.