Why Most New Managers Fail (and How to Make Sure Yours Don’t)
Strong managers aren’t just nice to have—they’re the backbone of a thriving organization. Yet too many are set up to fail, left to navigate leadership without the right support. Great leadership starts at the managerial level, and without proper development, even the most promising managers struggle to succeed. Alarming statistics reveal that 60% of new managers fail within their first two years, and only 35% feel confident in their leadership abilities. Moreover, 61% of new managers report inadequate training for their roles. These figures underscore a critical need for comprehensive development programs tailored to early-career managers.
WHY MANAGERS FAIL
Understanding the root causes of managerial failure is essential for implementing effective solutions. According to research highlighted by the Harvard Business Review, there are four primary reasons why managers falter:
Ineffective Communication: Managers often struggle to convey clear expectations and feedback, leading to confusion and misalignment within teams.
Poor Relationship Building: A lack of strong interpersonal connections can result in diminished team cohesion and trust.
Inability to Adapt: Managers who resist change or fail to adapt to new circumstances can hinder organizational progress.
Inadequate Development: Without proper training and development, managers may lack the necessary skills to lead effectively.
WARNING SIGNS YOUR MANAGERS ARE STRUGGLING
Identifying early indicators of managerial difficulties can prevent broader organizational issues. Key warning signs include:
Decreased Team Performance: A noticeable decline in team productivity or morale may signal managerial challenges.
High Turnover Rates: Increased employee departures can reflect dissatisfaction with management.
Lack of Clear Direction: Teams expressing confusion about goals or expectations may indicate poor managerial guidance.
Avoidance of Difficult Conversations: Managers who shy away from addressing performance issues or conflicts may be struggling with their responsibilities.
THE IMPERATIVE FOR EARLY-CAREER MANAGER DEVELOPMENT
Investing in the development of early-career managers is not just beneficial but essential. The Gartner HR Priorities Survey for 2025 emphasizes that leader and manager development is a top priority for HR leaders, with 75% reporting that managers are overwhelmed by the expanding scope of their responsibilities. Furthermore, 70% believe that current leaders and managers are not adequately equipped to effectively develop mid-level leaders. These insights highlight the pressing need for targeted development programs that equip new managers with the skills and confidence required to lead effectively.
It is clear that early-career managers are in need of specialized support and the time to act is now. Check out our webinar, How to Support New Managers - Fast Track to Success to gain critical insights into the specific challenges they face, proven strategies to equip them for success, and how to accelerate their leadership growth
THE TIME TO INVEST IN MANAGERS IS NOW
This is where SOAR for Managers comes in. Designed specifically for early-career managers, this program provides the training, tools, and support managers need to transition successfully into their manager roles. With a focus on real-world challenges, peer-to-peer learning, and actionable strategies, SOAR for Managers helps new leaders build confidence, communicate effectively, and navigate the complexities of managing teams.
The data is clear—when managers fail, teams suffer, productivity declines, and organizations lose top talent. But failure isn’t inevitable. With the right development, new managers can gain the confidence, skills, and leadership mindset needed to succeed. Organizations that prioritize manager training now will see stronger engagement, higher retention, and a leadership pipeline that’s prepared for the future. The question isn’t whether to invest in early-career managers—it’s whether you can afford not to.
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