Managers lack power and authority at work, study reveals

London, UK - New research has revealed an “authority gap”, which could prevent line managers from performing their roles effectively.

The survey of over 500 UK line managers, commissioned by HR software provider for small and scaling businesses Breathe HR, found that while line managers are tasked with responsibility, they often lack authentic power and authority within their organisation. 

This phenomenon, which experts are calling the “authority gap”, might include lacking the power to influence and make key decisions autonomously, control budgets, and shape team  objectives, despite having a managerial role. 

 

“Authority gap” creates cohort of “fauxthority” line managers

Overall, nearly two-thirds (62%) of respondents admitted that, although they are responsible for one or more direct reports, they lack genuine power and authority within their organisation. 

Surprisingly, it’s not the newest managers who feel the “authority gap” most acutely:

• Managers with 1 - 3 years of experience were most likely to feel like “fauxthority figures”, with 72% admitting they are responsible for people but feel powerlessMore than 8 in 10 (83%) said they believe that authority increases in line with tenure 
  

• By contrast, just 66% of managers with less than six months’ line management experience - and 63% of those with 6-12 months’ line management experience - said the same

Lack of training fuelling “authority gap”

When line managers were asked about factors that could be deepening the “authority gap”: 

• More than 8 in 10 (83%) said they believe that authority increases in line with tenure 
  

• Nearly 7 in 10 (69%) said more training would help them feel more confident and authoritative at work 
  

• 43% said they don’t think their personality lends itself naturally to line management or leadership
  
• Over a third (36%) said they feel people doubt their authority because of their age 
  
  

While factors like personality and tenure of line managers are largely beyond employers’ control, providing training and support to managers is within the organisation’s power. Yet, the findings suggest that this crucial area is being overlooked by organisations: 

• Around 1 in 5 (18%) respondents said they received no formal training before becoming a line manager.

• 17% said they have never been formally trained to handle tricky or unexpected workplace situations.
• A further 15% said they hadn’t been given any training to boost their confidence, authority and leadership skills. The lack of this type of training was most pronounced among experienced managers, with a third (33%) of those with 5+ years of line management experience reporting they had received no such support.
  
  

The findings suggest that a lack of training is fuelling the “authority gap”, leaving line managers ill-equipped to handle the everyday challenges of their roles. 

In response to the findings, Breathe HR is calling on employers to recognise line managers‘ pivotal role in workplaces, and invest in more support, training and resources to empower these key players to lead effectively and close the “authority gap”. 

To help, Breathe HR has launched the Breathe Growth Academy – a free skills hub designed to close workplace knowledge gaps in SME businesses, which often lack the time and funds to offer formal training in such areas. The Academy’s first course - Line Manager Essentials Training - recently launched with a series of bitesized interactive modules which will empower line managers with the skills to lead with confidence, authority, and impact. 

 

Phil Coxon, Managing Director at Breathe HR said: 

“Line managers are business powerhouses. Yet they’re being overlooked – often tasked with a list of different responsibilities without any real power or authority to drive genuine impact. It’s a huge misstep. People drive business performance, and who understands your people better than their line managers?

“With everything being thrown at businesses right now – from tax hikes to new workers’ rights – employers cannot afford to overlook those key players who keep teams well, engaged, and delivering results. 

“We must recognise line managers as changemakers, who play a vital role in organisations. We must invest in their training and help them fully realise their skills, confidence, influence and authority. That’s how we create stronger, more resilient teams and unlock the full potential of our people - a must in challenging times.“

Charlie O’Brien, Head of People at Breathe HR said: 

“Line managers are the glue that knits organisations together. They’re the ones on the front lines, who support and drive team performance, engagement and success. 

“But they can only do this properly when they are empowered with tools, training and support. 

“Employers who invest in and listen to their people managers – giving them real authority to make decisions, influence policy and shape outcomes – will see stronger, more confident managers, and teams that truly thrive.”

To access the Line Manager Essentials Training, visit this link.