4 Management Mistakes That Can Affect Your Social Workers Team

25 April 2025

4 Management Mistakes That Can Affect Your Social Workers Team

Social work has assumed greater significance in today’s divisive and turbulent world. Social workers help people recover from challenging personal situations, like illness and abusive relationships. Managers of such teams are responsible for keeping the work flowing smoothly, ensuring that the employees and the community benefit from the arrangement.

However, it’s not uncommon to find stark management mistakes affecting social services. A 2024 Community Care survey found that more social workers quit over poor management than inadequate pay. While the latter is pertinent, missing support from leaders and a micromanaged environment distress many professionals in this field. Here are four management mistakes you should avoid as a social work manager.

1. Not Being Open to Feedback

A core part of a manager’s role is giving feedback to their team members on their performance and recommending strategies to improve their work. In many settings, they handle 360-degree appraisals that impact an employee’s career growth. However, some reports indicate that managers in social work may not be open to receiving such feedback. They also show reluctance to ask the team’s opinions on organizational issues. 

Many social work environments have multiple levels of hierarchy, with managers not keen to raise concerns to those above them. This behavior dilutes their accountability to the team and affects employee motivation to contribute.

According to Harvard Business Review, managers must bridge the gap between gathering employee feedback and taking concrete action. Excessive delay can send a message that managers are disinterested in listening to the workers.

2. Not Participating in Direct Social Work

Another problem arises when managers distance themselves from ground-level social work and spend time only on administrative or “managerial” tasks. Over time, it creates doubt within the team about their supervisor’s potential and commitment to the job.

Moreover, some managers struggle to understand the challenges employees face in real-time. For example, a social worker dealing with a victim of abuse may have days when the person is unwilling to discuss or appear for counseling. It will lead to inadvertent delays – not in the worker’s control. A manager attuned to such realities can relate and help make progress on the case. 

A manager’s capability can also depend on their educational background and relevant exposure. For example, a few BSW programs online expose students to the work environment in domestic violence centers and substance abuse programs. Such courses have dual benefits: a fast-track online format with on-ground internships for practical immersion. It’s reasonable to assume that those with substantial experiences like these will be more familiar with day-to-day realities.

3. Inadequate Support and Motivation

What do employees feel is a manager’s most important role? Many workers say it’s encouraging their team members’ motivation and engagement. As a result, managers who don’t provide support and fail to motivate employees will not find much favor in the organization. 

An American Psychological Association study from 2023 reported that 57% of workers experience work-related stress. This can cause adverse consequences that affect their work and health. Over 25% of workers reported feeling emotionally exhausted and unmotivated to do their best. This problem is particularly severe in social work since the nature of the job can drain many employees. 

Supporting their team members in feeling strong and resilient is a key role, helping them to more effectively perform their vital work in the community. A good manager knows how to drive the lead the way to achieving the best results from their team, and reward performance accordingly. Last year, McKinsey found that a performance management framework driven by skilled management yields the best results in motivating employees.

As Spring Arbor University notes, social workers aspire to promote positive human relationships and encourage an individual’s worth and dignity. The same principles must apply to a workplace, wherein supervisors should acknowledge employees’ efforts and sharpen their capabilities.

4. Not Upskilling to Gain Relevant Experience 

Finally, a damaging mistake you can make as a social work manager is failing to upskill. The sector is evolving fast, with more technologies available to facilitate the work. 

To address this, in April 2025, the UK’s Department of Health & Social Care announced new training to make adult social care more technologically savvy. For example, social workers can learn to use motion sensors to detect if a patient has suffered a fall. They can use artificial intelligence to automate repetitive or routine tasks. The goal is to lower and manage the pressure on workers and deliver optimal care to the community.

Managers who remain stuck in old ways and refuse to explore such new opportunities can antagonize their team. Instead, it’s possible to take online courses and certification programs in technological skills like telehealth and patient data analysis, to remain up-to-date and relevant.

They say it is human to err. However, humans also have avenues to better their mistakes and become more capable in their jobs. Managers should avoid getting complacent or closing themselves to learning. 

Conclusion

Social work can be a rewarding, and uplifting profession. In today’s increasingly fragmented and unpredictable world, social work has become more essential than ever. Social workers provide vital support, helping individuals navigate difficult circumstances such as illness and abusive relationships.

The role of managers in this field is crucial—they ensure that operations run smoothly, benefiting both employees and the communities they serve. However, mismanagement can severely impact social services. The absence of good management and strong leadership can lead to frustration and burnout among professionals. 

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