Managers are the backbone of any organization. When they thrive, teams thrive. But when managers struggle, the warning signs ripple through the workplace—leading to disengagement, turnover, and burnout. 

The challenge? Many of these signs can go unnoticed until the damage is already done. That’s why HR leaders need to know what to look for and how to intervene early. 

Here are six red flags that signal a manager may be in trouble—and what you can do about it. 

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1. Constant Employee Turnover or Transfers 

If employees are frequently leaving a particular department—or requesting transfers away from one manager—that’s not a coincidence. Turnover is often one of the first and clearest signs of poor management. 

What to do: Conduct exit interviews and pulse surveys. If patterns point to leadership issues, it’s time for coaching and support. 

2. Low Engagement and Morale 

Disengaged employees don’t just underperform—they quietly pull down the rest of the team. If one group consistently reports low morale or engagement scores, it’s often a reflection of management, not the team itself. 

What to do: Use engagement surveys to identify pain points and open one-on-one conversations to rebuild trust. 

3. Avoiding Difficult Conversations 

Managers who shy away from tough talks allow small problems to snowball into big ones. Whether it’s performance feedback, conflict resolution, or accountability, silence creates more harm than honesty. 

What to do: Train managers on frameworks like SBI (Situation, Behavior, Impact) or the “Feedback Sandwich” to make conversations easier and more productive. 

4. Micromanagement or Unclear Delegation 

Some struggling managers over-control every detail. Others under-communicate, leaving employees confused about priorities. Both styles erode trust and stifle performance. 

What to do: Encourage managers to set clear expectations, establish check-in cadences, and delegate tasks with confidence. 

5. Negative Feedback from Peers or Direct Reports 

If peers or direct reports are frustrated—or if feedback trends show recurring complaints—it’s time to dig deeper. Employees often spot issues before senior leaders do. 

What to do: Create safe channels for feedback and review manager performance through 360 assessments. 

6. Inconsistent Policy Enforcement 

When managers apply rules differently across their teams, it creates confusion and resentment. Inconsistent enforcement also opens the door to compliance risks. 

What to do: Reinforce policy training and hold managers accountable for applying standards fairly and consistently. 

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Why Acting Early Matters 

These red flags don’t mean you have a “bad manager.” They’re signals that someone needs support, training, or a clearer framework. The earlier you intervene, the easier it is to turn things around. 

Organizations that address leadership issues early see: 

• Lower turnover and absenteeism 

• Stronger engagement scores 

• Reduced HR escalations 

• More confident, effective managers 

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Managers are Struggling – How MP Can Help

Spotting the signs is just the first step—knowing how to respond is where the real impact happens. 

At MP, we partner with HR leaders to: 

• Run manager assessments that surface blind spots and development needs 

• Provide feedback frameworks and coaching tools managers can use immediately 

• Deliver training and toolkits to help new managers build confidence without feeling overwhelmed 

• Support HR with ongoing advisory services to keep leadership development aligned with culture and compliance 

🎥 Missed our recent webinar? Watch the full recording of Management 101: Why Bad Managers Cost You More Than You Think for more examples, tools, and strategies.

🎥 Watch the webinar recording here →

👉 Or download our free Manager Red Flag Checklist to start spotting early warning signs in your organization. me one of the most powerful tools HR leaders have to strengthen teams, reduce turnover, and boost engagement

Key Takeaway 

Every manager will face challenges—but when those challenges go unaddressed, they become costly for both employees and the business. By watching for these six red flags and responding early, HR leaders can prevent bigger problems and build stronger, more resilient teams. 

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