Why Line Manager Capability Is a Strategic Priority

"43% of HR professionals identified supporting line managers with people management as a top priority area for improving the HR/people function."

That figure from the CIPD research published in June 2025, highlighting a growing reality across organisations: line managers are being asked to handle increasingly complex people issues, often without the practical support, confidence or capability needed to do it effectively.

And this challenge isn't new. The data shows concern in this area has continued to rise since 2023.

The growing burden on line managers

As more responsibility is devolved to managers for performance, wellbeing, attendance, conflict and engagement, the risks of getting it wrong increase too:

• Poor employee experiences
• Increased ER cases and grievances
• Burnout for managers
• HR teams stuck reacting instead of enabling

The line manager is the organisation

Most employees experience their organisation through their line manager, not HR directly.

If organisations want stronger cultures and better outcomes, investing in line manager capability needs to become a strategic priority, not an afterthought.