7 Signs Your Manager Needs Help 

You hired a manager so you wouldn’t have to deal with every team issue. But lately, you’re back in the thick of it, mediating squabbles, chasing deadlines and handling things your manager should be managing. 

Sound familiar?  

Many small business owners promote loyal, skilled team members into management, only to realise they’re not equipped for the people management side of the role. And without support, it can start to show in very real (and costly) ways. 

Here are 7 signs your manager needs help.  

1. You’re Still the One Handling Staff Issues 

If your team keeps coming to you instead of their manager, there’s a trust or confidence gap. Maybe your manager avoids difficult conversations or lacks the authority to step in when needed. 

For example, you found yourself constantly pulled into issues like lateness, performance grumbles and minor disputes because your manager was unsure how to address them confidently. 

2. The Team Is Unclear on What’s Expected 

Lack of direction leads to poor performance. If your team’s asking, “Am I doing this right?” or missing the mark repeatedly, your manager may be struggling to set clear goals or give effective feedback. 

Ask your employees what their priorities are this week. If you get a mixed bag of answers, there’s a communication breakdown somewhere. 

3. They Avoid Conflict at All Costs 

No one likes conflict, but managers need to address issues early before they grow. If problems are being brushed under the carpet, it’s a warning sign. 

If your manager lets underperformance slide to “keep the peace”, the results are costly. For example, team resentment, higher turnover and a bigger headache for you to name just a few.  

4. Their Team Looks Burnt Out or So Do They 

You might notice increasing sickness absence, low energy or rising tension in the team. Your manager might be overloading people, failing to prioritise or simply not checking in on wellbeing. 

If your manager is always “too busy” to take time off or attend leadership catchups, they’re likely firefighting instead of managing their own time, and that of their team, effectively. 

5. They're Great at Their Job but Not at Leading People 

This is probably the most common issue we see. Someone who’s technically brilliant gets promoted but no one teaches them how to lead. Delegation, feedback, motivation? It’s a whole new skillset. 

For example, a senior engineer knew every detail of a project but couldn’t step back. His micromanaging style slowed the team down and created friction and frustration.  

6. You Keep Having to Step In 

If you find yourself mediating disputes, solving team problems or calming tensions, ask yourself: why isn’t the manager handling this? If you're the default fixer, something is not right. It might feel quicker in the moment to “just sort it” but long-term, it keeps your manager from developing the skills they need. 

This one’s harder to admit but if you’ve stopped involving your manager in key decisions or find yourself avoiding giving them responsibility, it may be because you don’t trust they will deliver. 

Don’t ignore that gut feeling. It’s not about blame, it’s about spotting where support is missing before the business takes a hit.