How to Stay Sane and Motivated as a Manager in 2025

The latest Gallup State of the Global Workplace 2025 report paints a sobering picture:

• Global employee engagement has dropped to 21%

• Manager engagement declined from 30% to 27%

• Female and young managers experienced the steepest declines

• Manager wellbeing is steadily eroding.

And perhaps the most critical stat of all: 70% of a team's engagement is driven by the manager. So while everyone is feeling the pressure, managers are carrying the weight of two worlds — executive expectations from above and employee needs from below, often acting as a buffer zone between the two.

If you’re a manager feeling stretched thin, unmotivated, or isolated: you’re not alone. But there are things you can do — not just to survive, but to lead with energy and purpose.

1. Prioritise Self-Care

You know the safety instruction on planes: “Put your own oxygen mask on first before helping others.” The same applies to managers. If you’re not okay, how can you expect to support your team? Leadership demands energy, presence, and clarity — all of which rely on your own wellbeing. That means:

• Protecting time for rest and recovery

• Setting healthy work boundaries

• Saying “no” when needed — without guilt

• Seeking help when you need it

• .... [fill in the blank with whatever else works for you].

You can't pour from an empty cup — and self-care isn’t indulgent, it’s strategic.

2. Redefine What "Good Management" Looks Like for You

Being a manager today isn’t just about meeting KPIs — it’s about connecting people, leading through uncertainty, and adapting on the fly. If you’re judging yourself by old-school standards, you’ll constantly feel like you’re falling short. What would you do differently if your job title would change to "CEO of [Your Team]"? In many ways, this is exactly what you are. Own it. Focus on facilitating clarity, providing a big picture for the team and relying on your people for ideas and execution. Welcome to modern leadership.

3. Ask for (and Take) the Right Training

Gallup found that less than half of the world’s managers have received any formal training — and that even basic development reduces disengagement dramatically.

If your organization offers training, use it. If it doesn’t, ask for it. And push for training that focuses on real-world management:

• How to have difficult conversations

• How to lead remote/hybrid teams

• How to manage up and down

• How to protect your own boundaries.

Most importantly: apply what you learn. Not everything will fit your exact context and that’s okay. But the parts that do need to move from your notes into your habits. Because no amount of learning matters if it doesn’t result in a change in behaviour.

4. Learn to Coach, Not Just Supervise

Coaching is a skill — and it can be learned. Gallup found that managers trained in coaching saw up to 28% improvement in performance, and their teams were significantly more engaged.

You don’t need a certification or a long course to get started. Just focus on the basics:

• Ask questions instead of issuing orders

• Give regular, specific feedback

• Encourage ownership instead of micromanaging.

One of the biggest challenges is knowing when to coach and when to direct. In high-pressure or time-sensitive situations, a directive approach might be necessary. But in calmer moments, coaching helps people grow and you'll notice that directing reduces over time. Getting this balance right takes some practice, but the payoff is absolutely worth it.

5. Invest in Your Own Development — Beyond the Job

Managers who feel supported in their personal growth are nearly twice as likely to thrive. So whether or not your company invests in you, you can invest in yourself. Try:

• Joining a peer leadership circle

• Finding a mentor or a coach outside your team or company

• Setting non-work goals (e.g. fitness, creative hobbies)

• Taking short mental health breaks during the day seriously — even 10 minutes counts.

You’re more than a role and that role is temporary. Don’t forget that.

6. Don’t Lead Alone

One of the most consistent themes in Gallup’s findings is that disconnection kills engagement. That includes managers. If you’re feeling isolated:

• Set up a regular sync with fellow managers to exchange ideas and support each other

• Have an honest conversation with your own leader about how you're doing

• Seek community outside of work — leadership can be lonely, but it doesn’t have to be.

Remember: asking for help is a leadership skill.

The world is asking more of managers than ever. But we’re not meant to lead on empty tanks. Reclaim your energy by building new habits, seeking growth, and connecting deeply — with your team, your peers, and yourself. Because when managers thrive — their teams, organisations, and lives outside of work thrive too.