7 Ways Managers Can Develop to Prevent Disengagement and Burnout

Develop managers to prevent burnout and disengagement, boosting team success.

Managers set the tone for workplace culture, influencing team engagement, productivity, and wellbeing. Yet, while they focus on developing and supporting others, they often neglect their own growth and resilience. This oversight can lead to managerial burnout, decreased effectiveness, and disengagement, ultimately affecting the entire team.

According to Gallup, 60% of managers report feeling stressed at work daily, and over half feel disengaged (Gallup Workplace Report). The consequences of manager disengagement are significant:

• Decreased team morale – Employees pick up on managerial stress, leading to lower engagement.
• Higher turnover rates – Burnt-out managers create unsustainable work environments.
• Reduced organisational performance – A disengaged leader struggles to inspire high performance.

However, managers who actively develop themselves through self-leadership, emotional intelligence, and strengths-based approaches are not only more effective but also prevent burnout and sustain high engagement levels—for themselves and their teams.

This blog explores seven critical ways managers can invest in their own development to prevent disengagement, exhaustion, and leadership fatigue, while also enhancing their team’s performance and morale.

1. Prioritise Self-Leadership Before Leading Others

Managers often pour their energy into leading others, but great leadership starts with self-leadership. Without clear personal direction, self-awareness, and energy management, managers risk becoming reactive rather than proactive.

How to Strengthen Self-Leadership:

• Develop personal clarity – Regularly reflect on your leadership values, strengths, and career goals to ensure alignment.
• Move from firefighting to strategic leadership – Instead of constantly solving short-term problems, take time to anticipate challenges and proactively lead your team.
• Structure your day for energy, not just efficiency – Identify what tasks energise vs. drain you, and schedule accordingly.

Example: A finance leader at Lancaster University improved strategic thinking and resilience by using a strengths-based leadership framework. Read the full Lancaster University case study.

Team Impact: When managers lead themselves effectively, they create stability, clarity, and confidence—which translates into stronger, more engaged teams.

2. Invest in Continuous Leadership Development

Many managers plateau in their growth, focusing only on technical expertise rather than evolving leadership capabilities. Yet, continuous learning is the key to sustainable leadership effectiveness.

How to Develop Leadership Continuously:

• Set annual leadership development goals – Identify key areas for growth, such as decision-making, communication, or resilience.
• Engage in leadership training – Participate in management development programmes, coaching, or industry workshops.
• Seek mentorship and peer learning – Regularly connect with senior leaders or leadership groups to gain new perspectives.

Example: Managers in Strengthify’s Management Development Programme improved confidence, engagement, and leadership resilience through strengths-based development.

Team Impact: When managers invest in their own growth, they become more effective mentors and motivators, helping their teams develop, stay engaged, and grow within the organisation.

Learn More: Strengthify’s Management Development Programmes.

3. Strengthen Emotional Intelligence and Self-Awareness

Self-awareness and emotional intelligence (EQ) are among the strongest predictors of leadership success. Yet, many managers operate on autopilot, reacting to situations rather than understanding how their behaviours influence team engagement and stress levels.

How to Strengthen Emotional Intelligence as a Leader:

• Develop self-awareness – Regularly assess how you react under pressure and how your leadership style impacts others.
• Strengthen active listening skills – Focus on understanding, not just responding, during conversations with your team.
• Regulate emotional responses – Identify triggers that cause stress and develop strategies for staying composed.

Team Impact: Managers with high emotional intelligence reduce workplace tension, foster psychological safety, and create high-performing teams.

4. Set Boundaries to Prevent Burnout

Many managers struggle with work-life balance, often overextending themselves to support their teams. However, burnout reduces leadership effectiveness, decision-making, and overall team wellbeing.

How to Maintain Healthy Boundaries as a Leader:

• Define clear working hours – Model healthy work habits and avoid always being available.
• Delegate effectively – Empower your team by trusting them to take ownership of their work.
• Schedule reflection time – Block out time for strategy, creativity, and personal leadership reflection.

Team Impact: When managers prioritise balance, their teams experience less burnout, higher morale, and sustainable productivity.

5. Build a Support Network with Other Leaders

Leadership can feel isolating, but peer support strengthens resilience, problem-solving, and motivation. Managers who regularly connect with other leaders report higher job satisfaction and lower stress levels.

How to Build a Strong Leadership Support Network:

• Join leadership peer groups – Engage in internal leadership forums, mentorship programmes, or external leadership networks.
• Regularly exchange best practices – Connect with other managers to learn from shared experiences.
• Celebrate leadership wins – Recognise managerial progress and shared successes to sustain motivation.

Example: A University of Westminster Digital Transformation Team improved collaboration and peer learning through sharing and reflecting on projects. Read the full University of Westminster case study.

Team Impact: Managers who build supportive leadership networks create more collaborative, informed, and engaged teams.

6. Strengths-Based Leadership: Focus on What You Do Best

Managers who work against their strengths experience higher stress and disengagement. By aligning work with strengths, managers increase energy, motivation, and confidence.

How to Leverage Your Strengths as a Leader:

• Identify your strengths – Use assessments or self-reflection to discover your top capabilities.
• Delegate strategically – Focus on what you do best and collaborate with team members who complement your strengths.
• Use strengths-based problem-solving – Apply your strengths to leadership challenges to create innovative solutions.

Example: Strengths-based leadership approaches have helped organisations create high engagement, improved collaboration, and stronger team alignment. Read our success stories.

Team Impact: Strengths-based leadership creates a positive workplace culture, where employees feel empowered and engaged.

7. Develop Coaching Skills to Empower Your Team

The most effective leaders don’t just manage—they coach, empower, and develop their teams.

How to Lead Through Coaching:

• Ask powerful questions – Encourage employees to think critically and find their own solutions.
• Give strengths-based feedback – Reinforce what employees do well while guiding their development.
• Foster ownership and autonomy – Shift from giving orders to empowering decisions.

Learn More: Strengthify’s Management Development Programme.

Developing Yourself Strengthens Your Team

A manager’s self-development has a direct impact on their team’s engagement, wellbeing, and success. Ready to take the next step?

🚀 Explore Strengthify’s suite of services.