Some People Quit the Company, Some People Quit the Boss

The Limits of a Transactional Approach

Managers who focus solely on transactional elements such as pay and titles risk missing the nuanced motivations of their team members. Employees are not purely transactional entities; their loyalty, commitment, and productivity thrive when they feel genuinely understood, supported, and valued. Loyalty isn't automatic—it must be consistently demonstrated and earned by both the company and the manager.

The Bilateral Nature of Loyalty

Loyalty in the workplace must always be mutual. Employees quickly lose faith when they sense disloyalty or unfairness from their company or manager. Loyalty is delicate—it takes significant time to establish but can vanish rapidly if mishandled. Employees expect their loyalty to be reciprocated, and a breach of this mutual trust often pushes valuable talent toward resignation.

Expanding Your Considerations

Limiting your attention to salary and titles increases the risk of losing your most valuable employees. Superficial gestures, such as occasional company events or brief acknowledgment, are insufficient for genuinely fostering loyalty or a thriving company culture. Meaningful, authentic actions are required to create an environment in which employees feel deeply connected and valued.

Core Traits of a Good Manager

Listening and Understanding

Good managers actively listen to and understand their team. Taking the time to genuinely understand their perspectives, motivations, and challenges is vital to building strong relationships and fostering trust.

Unconditional Loyalty

Managers must show unwavering loyalty and support to their team members upfront. Demonstrating mutual trust and respect from the beginning is key to establishing a strong, enduring working relationship.

Alignment and Unity

A good manager explicitly shows their alignment with team members’ goals and ambitions. Demonstrating active support for their personal and professional growth helps team members feel valued and understood.

Facilitating Employee Maturity

A strong manager supports employees in reaching their highest level of maturity and competence. Mistakes are viewed as opportunities for growth rather than reasons for reprimand, provided they don't become habitual. Clear communication of expectations and guidelines prevents misunderstandings and unnecessary anxiety.

Understanding Employees and Their Work

If asked whether their manager understands them and their work, the ideal answer from an employee should confidently be "yes and yes." A manager who truly understands their team can effectively advocate for them during critical meetings or crises. Such a manager knows their team's strengths, weaknesses, and contributions, enabling them to effectively "go to bat" for their team members when necessary.

Providing Something to Look Up To

Employees need to be able to look up to their manager. This means a manager must possess qualities that their team members admire—whether that's advanced skills, greater knowledge and experience, exceptional drive and energy, or unwavering principles. Being someone that team members can genuinely respect and aspire to emulate strengthens the manager’s influence and fosters a robust and motivated team environment.

Conclusion: Rules for Retaining Your Team

To retain your most valuable employees, demonstrate authentic loyalty, maintain clear and fair expectations, and support personal and professional development genuinely and consistently. When employees feel truly respected and understood by their managers, they rarely seek opportunities elsewhere.