The Silent Killer of Workplace Learning? Disengaged Managers

Training programs are a regular part of modern workplaces. Companies invest in skill-building workshops, leadership sessions, and upskilling programs hoping to see better performance, higher engagement, and a smarter workforce.

But here’s the truth: Most of these training programs don’t deliver the results they should. And it’s not because the training itself is bad. It’s because of one factor that often goes unnoticed.

Disengaged managers.

They don’t block learning but they fail to support it. And that’s enough to kill any learning culture.

This blog explains why disengaged managers are a problem, how it affects your training ROI, and what you can do about it especially if you’re in manufacturing, e-commerce, or financial services.

1. 70% of Workplace Training Gets Forgotten Without Manager Support (2024 Data)

According to a 2024 report by Training Industry, up to 70% of learning is forgotten within 5 days of the session. That means if you trained 100 people, only 30 might retain the content after a week.

Why?

Because learning doesn’t stick without support and that support has to come from the person employees interact with every day: their manager.

If the manager follows up: learning gets reinforced.
If the manager ignores it: learning fades fast.

2. What Does “Disengaged Manager” Actually Mean?

Let’s be clear. A disengaged manager isn’t lazy or unskilled. They just don’t actively support learning and development in their teams.

Here are 3 common types of disengaged managers we see in organizations:

🔹 Type 1: The “Too Busy” Manager

Constantly in meetings and chasing deadlines. Learning is the last thing on their mind.

🔹 Type 2: The “Messenger” Manager

Passes down instructions“Training at 3 PM” but doesn’t explain why it matters or what to do after.

🔹 Type 3: The “Silent Observer”

Attends the training but says nothing. No encouragement, recognition, or feedback.

These managers don’t intentionally block learning. But their lack of involvement makes it impossible for training to create impact.

3. 5 Real Reasons Why Disengaged Managers Stop Learning from Working

✅ 1. No Reinforcement = Quick Forgetting

People need reminders, practice, and feedback. That comes from managers. Without follow-up, learning is forgotten within days.

✅ 2. Mixed Signals Lead to Low Motivation

If the manager isn’t involved, employees feel like training is just a “tick-the-box” activity. They won’t take it seriously if their leader doesn’t.

✅ 3. No Safe Space to Try New Skills

Trying something new means making mistakes. If the manager doesn’t support that, employees go back to old habits.

✅ 4. Feedback Is Missing

After training, employees often wonder: “Am I doing this right?” Without feedback, they don’t improve.

✅ 5. Training Feels Like a One-Off

When managers are disengaged, employees attend training and never hear about it again. There’s no link between the session and their daily work.

4. How This Problem Affects Key Industries in 2025

🏠 Manufacturing

Supervisors focus on output and safety.
Soft skills training is seen as HR’s job.
Frontline managers lack coaching experience.

🎒 E-commerce

Fast growth leads to young managers.
High turnover makes consistent support difficult.
Focus is more on operations than people.

💰 Financial Services

Training is mostly compliance-focused.
Managers are driven by targets and numbers.
Soft skills are not reinforced.

5. 5 Actionable Solutions to Get Managers Involved in Learning

✅ 1. Involve Managers in Planning the Training

Ask managers:

What do your teams need?
What problems are you facing?
What will success look like?

This gives them ownership.

✅ 2. Train the Managers First

Give short sessions to help them:

Give support
Coach their team
Review skills applied at work

✅ 3. Set Clear Expectations Post-Training

Ask managers to:

Do 1-on-1 check-ins
Help set action plans
Track team progress

✅ 4. Give Them Simple Tools

Provide:

Conversation templates
Learning checklists
A monthly tracker

✅ 5. Recognize Managers Who Do It Well

Recognize:

In newsletters
In team meetings
With leadership visibility

6. A Real Example: Manager Coaching Turned Results Around

A mid-size supply chain company had a problem:

6 training sessions in 3 months
No performance improvement
Managers were not involved

We coached 14 mid-level managers:

Shared feedback methods
Provided check-in scripts
Tracked follow-ups

Within 6 months:

Productivity improved by 33%
Learning application increased by 45%
Retention improved in 3 departments

Training didn’t change everything. Manager engagement did.

7. Our Role: Supporting Learning That Sticks

At Eclatmax, we help companies align managers with training goals.

We offer:

Corporate Training with follow-up tools
Executive Coaching for leadership support
Business Consulting to build learning culture

We work with businesses in manufacturing, e-commerce, and financial services.

8. Final Takeaways: What You Can Do Today

70% of learning is lost if managers don’t follow up.
Disengaged managers silently kill learning by ignoring it.
You can solve this with planning, tools, and recognition.

Ask yourself before your next training: Are my managers ready to support the learning journey?

9. Let’s Talk: Book a Free Consultation

👉 Let’s connect for a free 30-minute session. We’ll help you build a manager-first learning system that works.

Book Your Free Session with Eclatmax