Latest updated: 19 October 2023

Weak leadership unfortunately exerts an influence on the organisation comparable to strong leadership, but with negative consequences. When a leader lacks the ability to engage and inspire their team, and may even induce stress and dissatisfaction through unclear or visionless leadership, it risks leading to reduced productivity and higher employee turnover. As an organisation, one must take action against weak leadership – and there is much that can be done to improve the situation.

It is often pointed out that good corporate cultures are shaped by strong leadership; unfortunately, the opposite is equally true. Weak leadership has devastating consequences for the culture and the organisation. Research consistently demonstrates that departing employees are not merely leaving the company; they are leaving their boss. Study after study underscores the pivotal role that managers and leadership play when employees decide whether to remain in a workplace

As a company, one must, therefore, take action against weak leadership; otherwise, it will infiltrate and become a part of the corporate culture. Managers and leaders set the tone in an organisation; they should lead by example and act in a way that employees want to emulate

What characterises weak leadership?

Weaknesses in leadership are recognised in many ways. A common issue, for example, is when the manager is perceived as inaccessible and poor in communication. This is especially common among managers with more technical or operational roles, perhaps focusing more on the practical execution of work than on leadership itself. This can mean that the manager's door is often closed, they are rarely present, and employees become frustrated due to a lack of feedback and communication.

Sometimes weak leadership is marked by the inability to convey the company's vision and long-term strategy. Some managers live only in the present and fail to recognise the importance of helping employees see their role in the bigger picture and understand where the company is headed. A manager should not spend all their time putting out fires but must also have time to motivate, inspire, and guide their employees.

In the worst cases, weak leadership can be characterised by low trust and a lack of respect between the manager and employees. Such situations can arise when the manager is perceived as dishonest, unfair, or inconsistent in their decisions or behaviour. This can lead to conflicts and mental health issues in the workplace.

Weak Leadership Reduces Engagement - and Productivity

As we have already touched upon, weak leadership carries the risk of having severe consequences for the entire organisation. When a manager does not fully embrace their leadership role, it affects employees' engagement, motivation, and workplace satisfaction, ultimately endangering their mental health. When employees perceive that their leader lacks proper support, fails to listen or communicate, and does not provide clear guidance, the work environment quickly becomes unsatisfying and frustrating.

This, in turn, leads to decreased productivity. Poor leadership diminishes work morale, making the team sluggish and ineffective. It's challenging to be efficient and productive when goals and instructions are unclear, or when feedback is scarce, leaving employees unsure whether they are doing things right or wrong. The quality of work also deteriorates, and the stress that ensues can result in increased absenteeism and more sick leaves.

Creativity and innovation naturally suffer when leadership is lacking. Weak leadership often results in reduced freedom, transparency, and trust, which have devastating consequences for creativity and ingenuity. When leadership is subpar, it becomes too risky and uninspiring to think outside the box and contribute with individual ideas and suggestions.

Weak leadership ultimately leads to many employees seeking other jobs. To retain talent and expertise, leadership must meet high standards. If employees feel a lack of belonging and perceive that their job is not valued or recognized, their motivation dwindles rapidly. In the long run, the workplace gains a poor reputation, damaging the company's Employer Brand and making it harder to recruit new talents.

How to Address Weak Leadership?

The good news is that there's much that can be done to change the situation. Remember that all managers and leaders have their weak points, and most organisations have at least a few managers who need assistance in meeting the expectations of both the employer and employees.

Most managers can significantly improve their leadership with the right training, assistance, and support. Effective leadership behaviours can be developed, and this is an investment that companies seldom regret, as managers at every level wield significant influence over the corporate culture.

Let's take a closer look at how to address weak leadership within the organisation:

1) Conduct Employee Surveys. It's essential to continuously assess the organisation to identify leadership weaknesses. One way to do this is by conducting employee surveys. Employees are aware of which managers fall short in their leadership, so it's important to seek their input in identifying managers who may need additional training and support.

2) Talk to Managers About Their Development Needs. Another valuable source is the managers themselves, who are often aware of their potential shortcomings as leaders. By regularly engaging in conversations with each individual manager about their development needs, you can gain an understanding of the necessary or desirable interventions. Discuss the challenges the manager faces in their work and consider whether these can be overcome through training or coaching.

3) Utilise Coaching. Coaching is a highly effective way to assist managers who may not achieve satisfactory results in employee surveys or are prioritised for training and support for other reasons. A professional coach can guide the manager in achieving the desired behavioural shift. This is done by analysing the manager's current situation and behaviour, followed by devising a plan for step-by-step progress towards the desired behaviour.

In coaching, the manager's self-awareness and self-leadership are strengthened, while they receive concrete tools to change their behaviour and overcome leadership weaknesses and shortcomings.

Summary - Why You Must Act Against Weak Leadership

1) Weak leadership is often characterised by inaccessibility, lack of clarity, and communication deficiencies, resulting in reduced employee engagement and motivation.

2) Weak leadership can have severe consequences for the organisation as it risks leading to decreased productivity and innovation, increased absenteeism, higher employee turnover, and a deteriorating Employer Brand.

3) Addressing weak leadership within the organisation can be achieved by seeking the assistance of coaching. A professional coach can help managers achieve the desired behavioural transformation.