We’re excited to announce the release of the Manager Method 2025 State of Management benchmarking report, which we walked through in a webinar this week. Over 200 organizations across industries participated, giving us a clear look at how managers are being supported - and where the biggest opportunities remain.

In this week’s video, I highlight two powerful takeaways attendees shared with us from the webinar. One was when we explained how to translate a request for “manager training” into CFO speak - connecting it directly to business outcomes and financial impact. Several attendees told us this helped them think differently about how to get buy-in inside their organizations.

But those are just a couple of stories from a much bigger set of findings. Here are some of the key themes that emerged from the full report:

1. Investment in managers is still inconsistent

While some organizations are increasing their investment in manager development, many are still underfunding this area. The majority reported annual training budgets per manager of less than $500, with some under $200.

Given the outsized influence managers have on retention, performance, and culture, this underinvestment is a serious risk. It leaves many managers without the training and confidence to handle the demands of their role - especially those promoted for the first time.

Key takeaway: Organizations that treat manager training as a “nice-to-have” rather than a core business investment are falling behind.

2. Role clarity and feedback remain pain points

Almost half of respondents told us that their managers’ responsibilities and expectations are not clearly documented. Without clear role definitions, managers often end up guessing, prioritizing the urgent over the important, and struggling to build trust with their teams.

Feedback practices also lag. While some managers provide weekly coaching, many only give feedback quarterly - or not at all. Even fewer organizations provide consistent frameworks or tools to help managers navigate tough conversations.

Key takeaway: Managers aren’t short on willingness - they’re short on guidance. Without clear expectations or tools, they don’t know how to give their teams the support they need.

3. Manager readiness lags behind expectations

Organizations often promote high-performing individual contributors or bring in external hires without giving them formal training. As a result, many managers are left to “wing it,” which heightens stress and produces uneven outcomes. Only a fraction receive structured support early on, and when asked about leading through change or uncertainty, very few organizations reported that their managers feel highly confident. They're trying their best, but without a roadmap.

Key takeaway: We expect managers to deliver in tough, changing conditions, but too often they’re left without the training or support to actually do it well.

Why this matters

Culture, retention, and performance all start with managers. When they’re unprepared or unsure, the effects don’t stay contained - they spread across the organization. The feedback from 200+ organizations underscores a clear message: investing in managers isn’t a “nice to have,” it’s a critical lever for business success.

These highlights are only the beginning. The full report includes deeper benchmarking data, practical strategies, and peer comparisons across industries.

Download the full report and watch the webinar replay: managermethod.com/benchmark-results-webinar 

What’s next: A new way to measure manager effectiveness launches 

In the webinar, we also gave a sneak peek at what’s ahead. On October 15th, we’re rolling out our new Manager Effectiveness Diagnostic - a tool designed to help organizations measure and improve how managers are performing in real time.

This next step in the Diagnostic goes beyond simply identifying strengths and gaps - it points managers toward the actions and resources that will make them even more effective. With targeted recommendations, HR and business leaders can not only see where their managers shine and where they need support, but also connect them to specific tools, training, and development opportunities that will deliver the biggest impact.

To learn more for your organization, set up a call at https://www.managermethod.com/hr