Undermanagement: The Pitfalls of Leadership That Prioritises Popularity Over Performance

Leadership is about much more than technical expertise or authority. It’s about people. However, in a bid to stay popular and avoid conflict, many leaders are slipping into a harmful pattern of undermanagement — a scenario where they fail to provide their teams with the guidance, feedback, and oversight they need.

While it may seem like an approach that builds rapport, undermanagement can be more damaging than many leaders realise. Let’s explore why this happens, the implications of undermanagement, and how leaders can make the shift from popularity-focused management to genuine leadership.

What is Undermanagement?

Undermanagement occurs when leaders, in an attempt to stay liked or avoid difficult conversations, pull back from their key responsibilities — which include setting clear expectations, offering constructive feedback, and holding people accountable. This can lead to team members feeling unsupported, aimless, and disengaged.

Bruce Tulgan, a management consultant and author, calls this “the undermanagement epidemic,” noting that 90% of all leaders admit to regularly avoiding tough conversations with their team, leading to a “permissive culture.”

The reasons behind undermanagement are varied and complex. But they all stem from a fundamental desire to avoid conflict and maintain a positive image. Here are a few of the common factors:

1. Fear of Conflict

Leaders may shy away from giving direct feedback or addressing performance issues because they fear creating tension or awkwardness. This can especially be the case for newly promoted leaders who are managing former peers.

2. Desire to be Liked

It’s natural for people to want to be liked, but when a leader prioritises their popularity over productivity, they can start letting standards slip. They may overlook missed deadlines, underperformance, or problematic behaviours to keep the peace.

3. Overwhelm and Time Pressure

Today’s leaders often juggle a range of responsibilities, and management can fall to the wayside simply because they are stretched too thin. They might convince themselves that “no news is good news” and that they are leading by staying out of their team’s way.

4. Misunderstanding Empowerment

There is a growing emphasis on empowerment and autonomy in the workplace, which is important. However, leaders sometimes mistakenly believe that being hands-off is a way of empowering their team, forgetting that guidance and accountability are still critical elements of effective leadership.

The Shortfalls of Undermanagement

Though it may feel like the path of least resistance, undermanagement can create several challenges for both leaders and their teams:

Lack of Direction

Without clear expectations and regular feedback, team members can become uncertain about their roles and goals. This often leads to reduced productivity, confusion, and missed opportunities.

Lower Employee Engagement

Employees crave structure and support. According to Gallup’s research on employee engagement, workers who feel they have no clear expectations or regular feedback are more likely to be disengaged. This can ultimately result in high turnover rates and lower team morale.

Unaddressed Performance Issues

When leaders avoid tough conversations, performance problems are allowed to persist unchecked. This not only affects the underperforming individual but can also create frustration among high performers who may feel their efforts go unnoticed.

Diminished Trust and Respect

Ironically, leaders who avoid confrontation in order to be liked can ultimately lose the trust and respect of their teams. Employees expect their leaders to take charge, provide feedback, and create accountability. When that’s missing, it can erode confidence in leadership.

How to Shift from Undermanagement to Leadership

Recognising undermanagement is the first step. The next is intentionally shifting towards a leadership style that balances empathy with accountability. Here’s how:

Embrace Constructive Feedback

Providing consistent, constructive feedback is one of the most powerful tools a leader can wield. Research shows that regular feedback can improve performance by 39% (Zenger & Folkman, 2014). Instead of fearing conflict, view feedback as an opportunity for growth and development.

Set Clear Expectations

Great leadership starts with setting clear, measurable goals. Every team member should understand what is expected of them, and how their work fits into the larger organisational goals. By establishing these benchmarks early, you make accountability a natural part of your leadership.

Foster an Open Dialogue

Leaders who engage in open, two-way communication create a more collaborative and supportive environment. Instead of fearing feedback, invite it — ask your team for their input on your management style and how you can support them better. This can also dispel the idea that management is about control rather than support.

Create Accountability Structures

Don’t just set expectations; ensure they are followed up on. This could be through regular check-ins, performance reviews, or goal-tracking systems. Accountability ensures that underperformance is addressed and high performers are recognised.

Invest in Leadership Development

Leaders are not born; they are developed. Investing in ongoing training for leaders can help them develop the skills to navigate difficult conversations, balance relationships with results, and foster more empowered teams.

Develop Emotional Intelligence (EQ)

Leaders with high emotional intelligence are more adept at understanding the needs and emotions of their team members, while also maintaining objectivity when it comes to performance and feedback. EQ helps leaders walk the fine line between empathy and accountability.

True leadership isn’t about being liked — it’s about being respected. Undermanagement, while comfortable in the short term, leads to long-term problems that ultimately undermine team performance and morale. Leaders who seek to elevate their management style must embrace the responsibility of leadership, which includes guiding, supporting, and holding their teams accountable.

When you lead with clarity, communication, and courage, you build trust, foster engagement, and empower your team to achieve their best.

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