It’s still stunning to read that some sources estimate as many as 65% of people leave companies because of their manager. We hear various reasons why people leave companies and organizations they work for, but the reality is, they usually quit because of their leaders.

Emotionally intelligent leaders can reverse this trend. The more you put into your team members and personal leadership, the greater success and longevity your team will have together.

Here are four shifts Manager’s can make to ensure people, especially high-performing people don’t leave:
1. Shift from devalue and high value
My parents have been married well over 60 years. I asked my father once, “What’s the recipe for a long, happy marriage?” He explained, “Steve, I keep it simple. I try to say something nice to your mother every day.” You can do the same with those you are leading. Look for people’s value and express your appreciation for them.

2. Shift from “no trust” to trustworthy

When leaders break trust, it’s like breaking a mirror — you might be able to recover the pieces but it will always show cracks. Maintain the strength of your integrity.

3. Shift from uncentered to center
Uncentered leaders are up and down, insecure and unsettled. Centered leaders are steady at the helm, even during the storms. They anchor around defined values, purpose, and personal confidence.

4. Shift from insecure to secure
Insecure leaders are easy to spot. They want power, privilege, and recognition. Secure leaders want to fire people up, not put their fire out and display servant leadership, self-awareness, and soul-filled perspective.

I encourage you to treat others well, especially those you lead. Say something nice to them every day, recognize that your emotional health creates a safe and secure environment where people choose to stay.

Here’s to your centered leadership!

—Steve