When the problem isn’t the work environment — it’s who’s supposed to be managing it

This is not for the managers who post “authentic leadership” quotes on LinkedIn with slow-mo black-and-white videos.

This is for the ones who are barely holding it together.
Because here’s the truth: when managers burn out, the whole team feels it.

📉 According to Gallup’s latest Global Workplace Report, global employee engagement dropped to 21% in 2024 — only the second decline in more than a decade.
The biggest reason? Managers.

Yep. Manager engagement fell from 30% to 27%.
That drop alone is costing the global economy $438 billion in lost productivity.

So no, this isn’t a “small HR issue”. This is a system-wide energy leak.

Why are managers falling apart?

Let’s start with this:

• Managers under 35: engagement dropped by 5 points.
• Women managers: engagement dropped by 7 points.

Now add:

• Forced return to the office (with zero clarity).
• Strategy changes every 3 weeks.
• AI overload and zero upskilling.
• Teams looking for leadership… from people who feel completely lost.

Sound familiar?

This isn’t just a personal struggle — it’s a business risk.

A disengaged manager =
→ a scattered team
→ bad decisions
→ no narrative
→ a lovely little reputation crisis just waiting to explode

And the worst part? No one notices until it’s too late.

So what can your company actually do?

Forget the generic wellness talk.
Forget the post-its and the mood board.

This needs structure, narrative, training — and a serious culture upgrade.

If you’re in HR, ops, comms or leadership — ask yourself:

☑ Are your managers part of real decisions or just “messengers”?
☑ Do they have narrative skills — or are they guessing?
☑ Can they admit they’re not okay, without being punished?
☑ Do they have safe spaces to speak honestly?
☑ Can they log off without guilt?

If not…
🚨 you’ve got a problem. And not a small one.

The happy ending (or maybe a beginning)

Dear companies:
You’re not losing talent because people want more yoga.
You’re losing it because people are tired of managing the storm without a compass.

Dear leaders:
You don’t need to be perfect. You need to be human — and supported.

What can companies actually do to stop their managers from burning out?

💥 Train leaders so they don’t crash while trying to lead

Yes, it’s possible to manage a team without self-destructing.
The companies that take manager wellbeing seriously equip them with real communication habits, emotional tools, and decision-making strategies — especially under pressure.
And yes, they teach them how to say “no” without sounding like they’re quitting.

🧰 Give tools, not just tasks

Telling someone to “lead your team” without support is like asking them to fix a leak with a paperclip.

Here’s what managers actually need:

• Clear messaging frameworks
• Decision-making scripts that reduce panic
• Internal protocols that help cut the noise
• Safe spaces to speak honestly (no judgement, no fluff)

🔁 Redesign internal comms for actual humans

Nobody reads the all-staff newsletter with random GIFs.
The smart companies are building living communication systems that empower managers, reduce chaos and make room for conversations that matter.

📩 At Polaris, we work with those who want to lead without burning out.
That means better narratives, stronger communication, and leadership that doesn’t cost your mental health.

Let’s talk.