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Manager malaise is set to become one of the biggest business issues in 2023, with more citing increasing levels of burnout.
According to Ignite Purpose founder and chief executive Christina Foxwell, more managers across the country are set to give up their posts following the challenging pandemic period and the lack of support provided thereafter.
Ms Foxwell, whose practice specialises in human-centred performance improvement, coaching, training and consulting, said the impact of “manager malaise” is set to hit businesses hard this year if they fail to implement appropriate measures.
“I believe manager malaise will become one of the biggest business issues in 2023,” she said.
“Managers are the ones that have had to carry businesses through COVID, picking up the slack when staff check out mentally, don’t turn up, or leave altogether. Managers are also the ones that have not only had to deal with the excessive workload, they have had to manage the challenge and complexities of dealing with hybrid workplaces where staff are working from home and at the office.
“They have had to carry it all with little to no support, dealing with all these challenges while also having to meet their own responsibilities and targets as well. This level of stress has taken its toll, and managers are now burned out and, quite frankly, tired and fed up.”
What is ‘manager malaise’?
Ms Foxwell said: “Malaise mode involves coasting. There really isn’t any other way to explain it.”
“Managers are so tired they are doing the minimum required to get through. They are not showing energy, zeal and enthusiasm, and when they do, it is noticeably fake and forced.”
According to Ms Foxwell, manager malaise also results in managers failing to take a real interest in staff and their work progress, something other staff can sense.
“While some staff do the right thing and continue to work hard and hit targets, other staff take advantage of manager malaise and take their foot off the pedal too.
“Where managers are still achieving targets, their lack of interest in the business and staff is noticeable to the point where good staff leave and others disengage,” Ms Foxwell said.
Why the time is now to act
“The knock-on effect of manager malaise will have an impact on businesses bottom line,” according to Ms Foxwell, who recommended businesses take action immediately.
“Manager malaise is going to hurt many organisations and hinder them from achieving results and growth this year,” she explained.
“Now that the COVID show feels like it’s over and businesses are looking to ramp up activities and growth in 2023, their managers are ready to fall into a heap. The only way they can cope and keep going is to click into ‘malaise mode.’
“Whether managers make a decision to operate in malaise mode for self-preservation purposes in order to get through, or they simply can’t cope any more and they fall into malaise mode without even realising it, it is a state of altered behaviour which affects every aspect of the way a person functions as a manager.”
The good thing is, people suffering from manager malaise can be turned around, Ms Foxwell said.
“The condition affects all types of managers, high-performing ones as well. The key is to act quickly and decisively.
“If businesses don’t act quickly, they will lose good people, performance will suffer, and revenue will slide,” she said.
How to respond to manager malaise
Regardless of whether you’re part of a small or large business, the “treatment” of manager malaise is the same.
The first step, Ms Foxwell said, comes back to engaging with HR professionals and developing a strategy to reach out to managers across the business with help and support.
“You will need a strategy that is effective and efficient, and, importantly, respectful. The strategy needs to provide managers with the ability to access help in a manner [that] is supportive and confidential,” she said.
The next step is to offer a range of different solutions.
“Everyone is unique and requires different things in their life. Recognise this and develop up a suite of supports that reflects everyone’s different needs and requirements,” Ms Foxwell said.
“Solutions need to include counselling, paid time off, mentoring, training, rewards, and other activities. These things need to be offered over and above their existing entitlements.”
Engaging a workplace coach should also be considered, Ms Foxwell said.
“Reach out to a workplace coach who has experience in working with businesses and managers to assist them to address organisational performance issues.
“A workplace performance or culture coach will work with your business to understand the challenges facing your organisation and help you to develop up a meaningful plan on how to address the issues. The coach will also assist you to implement it as well,” she said.
