In our last article, we explored 7 people-performance issues that silently block business growth, from ownership gaps to misaligned roles.
If you missed it, you can read that article here.
Today, we’re diving deeper into the first (and probably one of the most common) of those challenges: managers who are constantly busy but whose teams still underperform.
They’re replying to emails late into the evening. Attending every meeting. Involved in every task.
And yet… results are lagging.
If that sounds familiar, you’re not alone. Many growing businesses struggle with manager performance issues — not because their people aren’t trying, but because their leaders are stuck in “doing” instead of leading.
That’s the trap of busyness.
In this article, we’ll break down:
- The hidden cost of busy management
- How to separate activity from real contribution
- What to do when your managers can’t (or won’t) step into leadership
1. Busyness Looks Productive – Until It Isn’t
Managers who are always in motion can create the illusion that things are getting done. But when you look closer, you might notice:
- Endless meetings without decisions
- Teams waiting for approvals or micromanaged guidance
- Reactive problem-solving instead of long-term planning
The result? Momentum stalls. Strategic goals fade into the background. And performance starts to dip, even though everyone looks “maxed out.”
The real problem isn’t capacity. It’s contribution.
2. Where Time Goes vs. What Time Produces
It’s easy to track calendar invites and email traffic. Much harder to track:
- How many coaching conversations a manager has each month
- How they develop decision-making in their team
- Whether they’re moving the business closer to its priorities
We default to tracking what’s visible. But real leadership impact happens in the less obvious spaces: delegation, reflection, influence, clarity.
Ask yourself: Are your managers spending time driving outcomes, or managing noise?
3. Why Some Managers Can’t Step Back (and How to Help Them)
There are a few common reasons managers stay “stuck in the doing”:
- They were promoted for execution, not leadership
- They believe being helpful means being involved
- They fear being seen as detached or “hands-off”
You can change this. But not with more checklists.
You need to shift identity — and that often starts with coaching. Explore how our leadership coaching helps managers lead, not just manage.
That means:
- Setting clear expectations for strategic contribution
- Coaching managers to build trust, not control
- Celebrating outcomes achieved through others
Great managers don’t do more. They build more.
4. Track What Actually Drives Progress
Instead of tracking how many hours your managers work, start measuring what actually improves manager performance and prevents long-term manager performance issues.
Look for signals that reflect real leadership impact, not just activity:
- Team capability: Is the team getting better at solving problems without them?
- Strategic traction: Are key priorities moving forward?
- Leadership behaviours: Are they coaching, delegating, and communicating clearly?
Performance is not a report. It’s the ripple effect of leadership.
Want to train managers on strategic leadership behaviours? Learn more about our bespoke leadership workshops for SMEs.
Busyness is easy to applaud. It looks committed. It feels active. But it hides inefficiencies, fear, and habit.
If your managers are overwhelmed but results aren’t improving, don’t add more tools. Start asking better questions.
Are they leading, or are they doing?
Are they creating movement, or managing motion?
And most importantly:
Do they know the difference?
Want to help your managers step into real leadership? Let’s talk about what’s keeping them stuck.
