The Real Cost of Sink-or-Swim Management: Why Investing in Manager Development Is Critical for Organizational Success
About the Author
Nick Herinckx is the Co-CEO and Co-Founder of Oxygen, a manager development academy helping high-growth companies close the execution gap. A former fast-scaling CEO and longtime executive coach, Nick has helped hundreds of leaders build stronger, more effective teams. Follow him at https://www.linkedin.com/in/nickherinckx/
Key takeways from this article:
Sink-or-swim management is a silent performance killer
Promoting high performers into manager roles without training leads to misalignment, inefficiency, and stalled execution.Poor managers cost more than you think—in time, money, and talent
Turnover, missed deadlines, and rework are expensive symptoms of ineffective management.Manager burnout and imposter syndrome affect team success
When managers feel overwhelmed and unsupported, it impacts confidence, clarity, and performance.Training leads to better execution, alignment, and retention
Companies that invest in manager development programs see stronger teams, better communication, and longer employee tenure.Leadership isn’t innate—it’s a skill that must be developed
Good management doesn’t happen by accident. It requires structure, support, and practical training.
The Cost of Sink-or-Swim Management
Sink-or-swim management is a gamble that companies can’t afford to keep making. Whether new managers are promoted based on individual contributor success or experienced leaders are expected to “figure it out,” the assumption that people naturally know how to manage is deeply flawed.
In fact, according to Deloitte, less than half of employees (47%) say they understand what’s expected of them at work. That’s a glaring sign of a communication breakdown—often rooted in untrained or unsupported managers.
When managers are left to sink or swim, the consequences go far beyond their own performance. Poor management silently erodes alignment, engagement, and operational efficiency across the organization.
The Ripple Effect of Undertrained Managers
The true cost of poor management isn’t always obvious at first. Missed deadlines, high turnover, and declining morale may appear to be isolated issues, but they often share a common root: ineffective leadership.
1. Misalignment and Inefficiency
One of the most immediate consequences of poor management is team misalignment. When managers haven’t been trained in strategic communication or goal-setting, they struggle to articulate what success looks like. Teams end up rowing in different directions, pursuing fragmented priorities.
This leads to:
Redundant or misdirected work
Missed project deadlines
Inefficient use of time and resources
In other words, you're paying for work that isn't moving the business forward. Worse, senior leaders are forced to step in to correct course, pulling focus from strategic priorities.
That’s the cost of poor management—it drains resources, creates bottlenecks, and stunts your company’s ability to scale.
2. Disengagement and Turnover
Employee engagement starts with the manager. According to Gallup, managers account for at least 70% of the variance in employee engagement. When managers lack the skills to give feedback, coach performance, or foster connection, employees check out.
Disengaged employees:
Are less productive
Contribute fewer ideas
Are more likely to leave
And turnover is expensive. Estimates show it costs six to nine months of an employee’s salary to replace them. When you multiply that across teams managed by underprepared leaders, the expense adds up quickly.
3. Failure to Execute Strategy
A company's strategic plan is only as strong as its frontline execution. Managers serve as the bridge between the C-suite and the day-to-day. But when they’re bogged down in tactical firefighting, they can't drive forward the initiatives that really matter.
The result? Strategic goals fall by the wayside. Innovation slows. Growth stalls.
This disconnect often goes unnoticed until results start to slip. And by then, the problem is embedded.
The Emotional Impact on Managers (and Why It Matters for You)
Beyond performance metrics, sink-or-swim management takes a human toll. Many managers feel overwhelmed, unsupported, and unsure of themselves. This affects not only their well-being but their team’s performance.
Imposter Syndrome
It’s incredibly common for new or undertrained managers to question whether they belong in their role. Even seasoned professionals feel uncertain when they lack formal leadership training. This imposter syndrome erodes confidence, leading to hesitation and second-guessing that impacts decision-making.
When managers don’t trust their own judgment, they struggle to lead with clarity and conviction. That confusion trickles down to their teams, creating frustration and disengagement.
Stress and Burnout
Managers are under immense pressure. They’re asked to deliver results, support their teams, and navigate constant change. Without the right tools or a playbook to follow, many feel like they’re barely keeping their head above water.
The mental load is exhausting. Over time, this chronic stress leads to burnout—affecting not just the manager, but the health and performance of their entire team. Burnout in leadership is contagious. If your managers are suffering, your company is too.
Isolation and Lack of Support
One of the most overlooked consequences of inadequate manager training is isolation. New managers often don’t have a community or network of peers to lean on. They may feel like they’re the only ones struggling—and are hesitant to ask for help for fear of seeming weak.
In high-growth environments, this lack of support can be devastating. Without structured feedback, mentorship, or shared best practices, managers stagnate. Their teams do too.
Why Manager Training Matters
If poor management is a silent performance killer, then manager training is the antidote.
Companies that invest in manager development programs experience:
Stronger team performance
Higher employee engagement
Reduced turnover
More effective execution of strategic initiatives
The Oxygen Approach: A Better Way to Develop Managers
At Oxygen, we believe it’s time to move beyond outdated, reactive management approaches. Our manager development program is designed to help companies replace sink-or-swim culture with structured, scalable, and strategic training.
We offer a cohort-based, six-month program that helps managers:
Build essential leadership skills
Gain real-time feedback and support
Collaborate with peers across industries
Align their work with company strategy
This isn’t a one-time workshop. It’s a continuous, practical, and highly applicable program that transforms how managers show up at work. And it works: 98% of companies report improved team performance after participating in our programs.
Whether you’re a startup scaling quickly or an established company looking to strengthen your leadership bench, investing in manager development will pay dividends, including:
Improved Communication and Alignment
Effective training equips managers with the tools to communicate expectations clearly, align their teams around strategic goals, and prioritize effectively. When everyone knows what they’re working toward—and why—execution improves across the board.Increased Accountability and Autonomy
Strong managers don’t need constant oversight. They take ownership of their teams and outcomes. This frees up senior leadership to focus on big-picture strategy, innovation, and growth.Boosted Morale and Retention
Managers who know how to coach, develop, and support their teams create healthier work environments. Employees stay longer, perform better, and feel more connected to the company’s mission.More Confident, Capable Leaders
When managers are trained—not just thrown into the deep end—they step into their roles with confidence. They make decisions more effectively, handle conflict constructively, and inspire their teams. That’s the kind of leadership that drives sustainable growth.
The True Cost of Inaction
The longer you delay manager development, the greater the risk to your business. If you’re seeing signs of misalignment, turnover, or disengagement, it’s not just a people problem—it’s a leadership gap.
Ignoring this gap leads to:
Unfulfilled potential across teams
Loss of top talent
Constant firefighting and reactivity
Slower growth and diminished competitive edge
The true cost of sink-or-swim management isn’t just in dollars—it’s in your company’s culture, performance, and future.
Build a Stronger Future with Better Managers
Now is the time to move beyond the sink-or-swim approach. Investing in your managers is an investment in the future of your company. Empowered, well-trained managers drive better performance, cultivate stronger teams, and contribute directly to your strategic goals.
Don’t wait for the costs to add up. Equip your managers with the tools and support they need to succeed—and watch your company thrive.The best time to invest in your managers was yesterday. The second-best time is now.
Leadership isn’t something people just “figure out”—it’s a skill that must be taught, supported, and developed over time. By replacing sink-or-swim management with intentional training, you create a company where people thrive, strategy gets executed, and growth is sustainable.
If you’re ready to move beyond the limitations of bad management, Oxygen is here to help. Let’s build a stronger, more aligned, and more empowered workforce—one manager at a time.
