Have you noticed one of your managers seems a little off lately?
Maybe they’re more distant or suddenly hyper-focused on tiny details.
Managing a team brings unique pressures that can often go unnoticed – until things start to unravel…
We explore the subtle signs that managers might be struggling, helping you identify the challenges your managers are facing, and how to help, before they escalate.
Your managers are the lifeblood of your workplace – they shape culture, juggle critical responsibilities, and directly influence the success of your business with every decision they make.
In fact, research shows that poor management is one of the leading causes of employee turnover and unhappiness at work.
When a manager is stressed, struggling, or burnt out, it effects everyone that relies on them – which is why it’s so important that you’re able to support them, so they can support others.
The single biggest decision you make in your job - bigger than all the rest - is who you name manager. When you name the wrong person manager, nothing fixes that bad decision. Not compensation, not benefits - nothing. 
Seven subtle signs that your managers could be struggling in their role to lead and empower their team.
When managers are feeling overwhelmed or unsure, they may start controlling every minor detail, rather than trusting their team. This shift often stems from insecurity or pressure to deliver results without mistakes.
If a manager is dodging performance reviews, delaying feedback, or hesitating to address team issues, it could be a sign that they’re feeling too stressed or unsupported to handle challenging conversations.
Managers under stress may become overly cautious or slow in making decisions, fearing the potential backlash or repercussions.
When managers start pulling back from higher-level discussions or contributing less to long-term planning, it might indicate they are bogged down by day-to-day tasks and no longer feel connected to the broader vision.
A manager who is frequently “in meetings” or difficult to reach may be using business as a shield to avoid overwhelming responsibilities, rather than delegating effectively.
While data is crucial, a manager who constantly falls back on metrics and KPIs might be using these as a way to avoid subjective decision-making or emotional leadership, signalling discomfort with managing the human-side of challenges.
If a previously supportive manager stops acknowledging achievements, they may be struggling to keep up with their own workload or feeling underappreciated themselves, leading them to neglect recognition of their team members.
70% of the variance in team engagement is determined solely by the manager. In the words of Gallup themselves, this is their most profound finding ever.
In addition to the obvious suggestions (like providing targeted leadership training and promoting work-life balance) – these simple and easy-to-implement solutions could really help your managers get back on track.
Carve out time for your managers to have informal peer discussions where they can share experiences, challenges, and solutions with fellow managers in a confidential setting.
These kind of conversations normalise vulnerability and create a space for managers to offload stress without judgment.
It can also help your managers to brainstorm with each other and find solutions they might not have thought of themselves.
Really encourage your managers to delegate tasks, not just to reduce their workload but to empower their team.
New managers in particular can struggle to delegate, because it won’t come naturally to ask others to do work for them.
Help them see that delegating is a useful skill to master – and give them self-assurance they have the authority to trust their team’s decisions.
This will help to confidence in their team members, reduces micromanagement tendencies, and frees up the manager to focus on strategic thinking rather than firefighting daily issues.
Ask your managers to delegate periods during the week where they are completely free from meetings and can focus on deep work.
Set a standard within your organisation that employees are to respect others’ time blocks and to not disturb them (unless it’s an emergency, of course).
This uninterrupted time allows managers to catch up, plan effectively, and sometimes simple recharge! And it will help them get back in control of their tasks and mental clarity.
Set up confidential, real-time support options, like Stribe’s anonymous messenger or access to mental health professionals, where managers can talk through issues as they arise.
These kind of initiatives means managers have immediate help when they feel overwhelmed, which can prevent stress from escalating into burnout.
Over time, it also builds resilience and emotional intelligence in leadership.
On a final note, don’t forget to ask your managers what they need.
Simply reaching out asking is such an underrated way of helping the people in your organisation – and you’ll be surprised by how much they appreciate it.
Managers know best what is best for their team, what resources they need, what’s working and what isn’t. So give them the opportunity to give feedback and everyone will benefit.
Regular check-ins, or anonymous surveys can help identify their specific needs.
