People don’t quit because their manager changes direction.
They quit because the direction keeps changing.
In growing companies, shifting priorities are part of the game.
But for people doing the work, it’s not the change. It’s the whiplash.
One month, it’s innovation .
The next, it’s efficiency .
By month three, it’s customer centricity .
Then in month four… back to innovation again.
Inconsistency – especially from managers – matters more than it seems.
Gallup found that 70% of the variance in team engagement is explained by the manager alone.
That means shifting focus, unclear priorities, and constantly changing direction can quietly chip away at
trust and motivation even when intentions are good.
People don’t need predictability.
They need to trust that their manager’s expectations are consistent and their direction is clear.
Everyday Moves:
• When rolling out a shift in focus, open with: ” Here’s what’s changing – and here’s what’s not. ”
• Make the “why” repeatable. Share it in multiple formats (meetings, in writing, 1:1’s, etc.) and keep
repeating it until it’s understood.
• If you’re shifting direction, acknowledge it: ” I know we were focused on X last month. Here’s why this
matters now. ”
Consistency isn’t about rigidity.
It’s about coherence .
It’s how people learn to trust that your words, actions, and priorities actually align.
Don’t assume alignment.
Ask yourself: Would your team name the same top priority you would?
And if they wouldn’t – what might you have done differently to make it clearer?
This week, find out if your team is clear on the top priority — and why it matters right now.
Special thanks to Steven Bartlett and his Behind the Diary podcast: Episode “Quit Your 9 to 5 Job with
This 90 Day Side Hustle Plan!” (30:04)