Instead of focusing on themselves and making ridiculous demands, managers should try to promote open and honest dialogues.
"The most important factor is trust," Zenger and Folkman highlighted. "When we analyzed data from more than 113,000 leaders to find the top behavior that helps [them] balance results with their concern for team members, the number one behavior that helped was trust. When direct reports trusted their leader, they also assumed that the manager cared about them and was concerned about their well-being."
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Their research has linked trust to three behaviors. First, having positive relationships with all of your direct reports, then consistency, and finally expertise. "By building a trusting relationship with all of your direct reports, the possibility of them quietly quitting dissipates significantly," Zenger and Folkman highlighted.
"The approach leaders took to drive for results from employees in the past is not the same approach we use today. We are building safer, more inclusive, and positive workplaces, and we must continue to do better."
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