A recent survey by YouGov, commissioned for Mind Tools’ Building Better Managers report, has revealed that one in five managers across UK industries feel little expectation to regularly update their skills.
Deskless roles in sectors like retail, hospitality, leisure, and healthcare particularly affected, where 25 percent of respondents reported limited encouragement to upskill.
According to the survey, competing priorities also hinder managers’ development. Half of respondents noted that balancing multiple demands limits their capacity to pursue further growth opportunities. Additionally, 31 percent of managers report insufficient support from their organisations or direct supervisors to improve necessary skills, creating barriers to effective leadership and performance enhancement.
Mind Tools CEO, Shabnam Shahani, said, “These findings underscore the critical gap in leadership development, particularly as organisations increasingly rely on managers to drive performance and retention. Organisations risk losing talent and productivity without a clear focus on managerial development. Our findings illustrate the pressing need for managers to have both the time and the resources to grow their skills effectively.”
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Limited Initial Support
The survey also reports that half of managers received no structured support from their organisations when first stepping into leadership roles, indicating a broader issue with initial training and onboarding for new managers. In addition, 13 percent of managers reported that they were uncertain about the specific skills needed to enhance their performance, pointing to a need for clearer guidance on skill development pathways within organisations.
Accessibility and relevance of training resources add to the difficulties in developing new skills. Thirteen percent of managers feel that the learning content provided does not meet their professional needs, while 12 percent reported difficulty accessing the required resources altogether.
“Our report highlights a key irony in modern leadership: while managers are expected to champion learning within their teams, they are often deprived of the necessary support from their own leaders”, Shabnam added. “They also often know they need to improve, but many don’t know where to begin. With our assessment tools, we provide a structured approach to learning that empowers managers to take ownership of their development.
“With nearly two-thirds of managers willing to leave a company due to inadequate learning opportunities, businesses must invest in their leaders to stay competitive. After all, supported managers become better leaders, which translates to higher employee engagement and improved business outcomes.”
