Manchester United are facing mounting pressure to part ways with manager Erik ten Hag following a string of disappointing performances and results, with three key flaws in his management style coming under scrutiny.
The recent humbling defeat to Bournemouth, where United conceded three goals without reply, underscored the team’s struggles under Ten Hag’s leadership.
With the club experiencing their eleventh loss in just 23 matches across all competitions this season, calls for change have grown louder, particularly amid Sir Jim Ratcliffe’s impending partial takeover.
As Ratcliffe prepares to acquire a 25 percent stake in the club, significant changes are expected, including the departure of CEO Richard Arnold and potential vulnerability for director of football, John Murtough.
Amidst speculation about player departures, including high-profile names like Raphael Varane, Casemiro, and Jadon Sancho, attention has turned to the managerial situation.
While Ratcliffe’s initial stake may not immediately threaten Ten Hag’s position, former footballer Danny Murphy has been vocal about the Dutchman’s shortcomings.
In a column for the Daily Mail, Murphy highlighted three major issues with Ten Hag’s management: lacklustre recruitment, motivational challenges, and tactical deficiencies.
Murphy argues that if Manchester United aspire to return to the pinnacle of English football, Ten Hag is not the right man to lead them there.
He emphasizes the lack of progress under Ten Hag, suggesting a regression rather than improvement, particularly evident in the team’s performance on the pitch.
While acknowledging broader systemic issues at the club and individual player accountability, Murphy holds Ten Hag responsible for recruitment decisions and the team’s motivational struggles.
He also questions Ten Hag’s tactical acumen, suggesting that improvements are needed in this area for United to succeed.
Despite his criticisms, Murphy urges caution in parting ways with Ten Hag, advocating for a well-defined succession plan before making any managerial changes.
Citing past experiences where United hastily appointed interim managers without long-term planning, Murphy stresses the importance of avoiding repeating such mistakes.
