How to Deal with an Absent Manager

Not all bad managers are overbearing. Some are barely there at all. If you’re struggling to progress at work, feeling unsupported, or noticing a lack of direction in your team, you might be dealing with an absent manager. We feel for you!

In this article, we’ll explore what makes a manager “absent”, how it affects individuals and teams, what senior leaders can do when they inherit this issue, why absence is important and whether an absent manager is a good reason to look for a new job.

What is an absent manager?

An absent manager is someone who is physically or emotionally unavailable to their team. This doesn’t always mean they’re literally never around, such as in a sickness absence or long-term leave. They might be in meetings all day, too busy with their own work to manage properly, or they could be the type to avoid difficult conversations or delegate people management altogether.

Maybe you can recognise some of the trails of an absent manager here:

• Your manager rarely gives feedback or recognition
• Your manager doesn’t set clear goals or expectations
• Your manager is hard to get hold of when you need support
• Your manager avoids involvement in team issues
• Your manager fails to represent the team’s needs to senior leadership

What to expect from an absent manager

If you’re working under an absent manager, you might find yourself unsure of what’s expected from you, feeling isolated or unsupported and, sometimes, even taking care of the tasks that should definitely be on your line managers’ duties.

If picking up the slack in leadership tasks isn’t enough, employees dealing with absent managers are often caught in the middle when problems arise, which only adds more pressure and stress to the situation.

Likewise, you risk missing out on professional development or promotions if you don’t learn how to deal with an absent manager. You may be doing a good job and performing well on paper, but still feel like you’re not progressing or being recognised. That lack of visibility and guidance can lead to frustration, self-doubt, or burnout, especially if your role requires management feedback, strategy and clear direction.

An absent manager changes team dynamics

A team without a present, engaged manager doesn’t just feel a bit lost in the day-to-day. Your team can quickly start to crumble. Over time, this lack of leadership creates problems that ripple through the entire team. Here’s what that can look like:

Low morale

When no one’s checking in, giving praise, or simply showing that they care, it’s easy for people to feel like their work doesn’t matter. The energy drops, motivation fades, and, eventually, everyone stops caring about their team’s performance.

You might ask yourself: Why bother working hard if nobody’s going to notice it?

Poor communication

Without a manager actively leading the way, updates get missed, priorities change without warning, and important messages don’t always reach the people who need them. Having an absent manager creates confusion and slows everything down.

Lack of accountability

When there’s no one clearly responsible for holding the team to its goals, things slip through the cracks. People stop taking ownership, not because they’re lazy, but because there’s no structure to support them.

Uneven workload

Some people naturally pick up the slack, while others do the bare minimum and go unnoticed. When this happens, it’s not unusual for resentment to build up. It’s unfair to the employee, and it can create tension between team members, especially when the ones doing more aren’t recognised or rewarded according to their new responsibilities and busier workload.

Increased employee turnover

Eventually, the people who care most get tired of it. If you’re a business owner, you want to avoid this because these are precisely the people who want to grow, contribute, and be part of something positive. Great talent is hard to come by! If they go, the team loses skills, morale and momentum.

Even the strongest teams still need someone to lead. Someone to set direction, check in, unblock problems and represent the team’s voice to the wider business. Without that person, dysfunction creeps in slowly. It might not be so obvious at first, but over time, productivity drops, trust erodes, and the team just doesn’t function the way it should if there weren’t absent employees.

How can Senior Leaders deal with an absent manager?

If you’re in senior leadership and notice signs of an absent manager in your organisation, it’s important to act before things spiral. Watch out for red flags like high turnover, disengaged employees, or inconsistent team performance. They’re often symptoms of weak or missing leadership.

Once you spot the issue, don’t rely solely on the manager’s version of events. Speak to their team directly. That could mean running an anonymous survey or setting up skip-level meetings, where you meet with team members who report to the manager without the manager present. These conversations can give you a clearer picture of what’s really going on.

From there, decide how to move forward. On the one hand, you need to support the absent manager. Let’s say that the team leader is avoiding conflict, struggling with time, or not realising the negative impact of being unavailable has on their team. Targeted coaching or mentoring can make a big difference in cases like these.

The situation might be that the manager has no real interest in leading people or isn’t willing to improve their leadership skills. Then, it might be time to rethink your team’s structure.

Some people are great individual contributors, just not great managers, and that’s OK, but it needs to be addressed. Remember: people don’t just quit bad jobs. They quit bad managers. And absent ones are right at the top of that list!

And how can employees deal with an absent manager?

If you’re working under an absent manager, you might feel like your only option is to leave. But before you hand in your notice, it’s worth exploring whether the situation can be improved. Here are a few things you can try:

1. Take initiative (within reason)

If your manager isn’t setting clear goals or giving direction, it might fall to you to get the ball rolling. That could mean setting your own priorities, keeping your own progress tracker, or updating them on your achievements without being asked.

It’s not ideal — but it can sometimes prompt more engagement from their side.

2. Book time in their diary

Take the lead if they’re constantly “too busy” or never available. Put in a regular one-to-one or catch-up, even if it’s a short meeting. Use that time to get clarity on your goals, ask for feedback, or raise concerns. If they cancel repeatedly or don’t engage, you’ll at least have a record that you tried and failed.

3. Find other mentors or allies

Support doesn’t always have to come from your direct line manager, even if that would be the most ideal. Ask yourself if there’s someone in the business who you trust. Maybe a team lead or a senior colleague? Can you lean on them for advice or support? Building a network inside the company can help you feel less isolated and regain motivation in your job.

4. Document everything

Keep track of your accomplishments, feedback (when and if you get any), and any efforts you’ve made to engage your manager. If things don’t improve, having that record will help you build a case internally or support your next job search.

5. Give constructive feedback… carefully

If it feels safe and appropriate, consider giving honest, constructive feedback. You don’t need to accuse them of being “absent”. Best to avoid direct confrontation here. You could frame it around how what would help you work better.

For example, you could say: “I’d really benefit from more regular check-ins to stay on track with X.”

If none of that works, and you’re still stuck with little to no support, it’s completely valid to start exploring other options.

Is an absent manager a good enough reason to leave a job?

In short: Yes, it can definitely be!

If you’ve tried raising your concerns, asked for more support, and made efforts to adapt, but nothing changes, it’s fair to consider your options. Especially if your career growth or well-being is being affected. If you’re starting to dread work, feel stuck, or have no clear path forward, an absent manager might be a sign that it’s time to move on.

Final advice on dealing with an absent manager

Dealing with an absent manager can be frustrating, especially when you’re trying to grow in your career. Whether you’re a team member stuck in the day-to-day or a senior leader wondering how things got off track, recognising the issue is the first step.

If your current situation is starting to affect your motivation or mental health, it might be time to consider a fresh start. It might be time to explore new opportunities with stronger leadership and real support. In that case, we’d love to help you find your next job.

Or, if you’re a senior manager dealing with the fallout of an absent leader, we can also help you. With the help of our team, you can find a capable, committed replacement who can get your team back on track.