While most employees dread the prospect of a micromanaging boss, new analysis suggests the opposite extreme—a completely hands-off manager—could be costing British workers substantial pay increases, potentially up to £2,500 annually.
The High Cost of Managerial Disengagement
The issue lies in the pay review process. A manager who is disengaged or overly laid-back often lacks awareness of their team members' daily contributions and significant achievements over the year. When promotion and pay rise cycles occur, these managers are poorly equipped to advocate forcefully on behalf of their staff.
Laura Kingston, founder of Leap Career Coaching, explains: ‘Some managers are not aware of the hard work you deliver and the impact you make. Yes, a micro manager can be painful to work for, especially if you value autonomy and freedom, however they may be more aware of the work you deliver.’
This advocacy gap has a direct financial impact. With the average UK salary standing at £37,430 according to the Office for National Statistics (ONS), a typical 5% pay increase amounts to £1,871.50. For those earning £50,000, that missed raise equates to a significant £2,500 shortfall.
Why SMART Objectives Are Your Financial Safety Net
According to Laura Kingston, the solution lies in implementing SMART objectives. This framework ensures both you and your manager have clarity on expectations and deliverables.
SMART stands for:
- Specific (clear goals)
- Measurable (tangible outcomes)
- Achievable (realistic targets)
- Relevant (aligned with role and company mission)
- Timebound (clear deadlines)
‘This approach is great for performance related pay as there will be clear evidence used to be presented to the board and HR for pay review panels,’ Laura adds. Beyond immediate financial gain, a proactive manager who provides training and fosters growth directly boosts your chances in subsequent pay review cycles.
Taking Control of Your Career Trajectory
If you find yourself with a hands-off manager, experts advise against passive frustration. The responsibility for career progression ultimately rests with the employee.
‘Many people wait for others to notice the impact they make or wait to be put forward for an opportunity,’ says Kingston. ‘Your career is your responsibility; take the lead.’
The recommended strategy involves initiating a constructive conversation with your manager, focusing on your desire to progress and contribute more effectively. Timing is crucial—choose a moment when your manager is not overwhelmed by other deadlines.
If direct communication fails, you can proactively draft your own SMART objectives aligned with your role and the organisation's wider strategy. Present these to your manager for discussion and agreement.
Should these efforts still yield no response, Laura suggests a final step: ‘If you get no response after a few attempts and follow ups, you can have an off the record chat with HR and see what advice they have for you.’
In an era of high living costs, where a stagnant salary effectively becomes a pay cut due to inflation, the role of your manager in your financial wellbeing has never been more critical.
