The Other Side of “People Don’t Leave Jobs; They Leave Managers”
The Other Side of “People Don’t Leave Jobs; They Leave Managers”
Why accountability isn’t toxic — and why leadership sometimes hurts before it helps
By: Chief Scott Hughes
We’ve all heard it a hundred times:
“People don’t leave jobs; they leave managers.”
It’s a catchy phrase, and there’s truth to it.
We’ve all seen leaders who drive people away by confusing control with leadership or authority with respect.
But anyone who’s led people in this profession knows that’s not always the full picture.
Sometimes, people don’t leave because of bad leadership.
They leave because real leadership finally showed up.
When Leadership Gets Real
We’ve all been there: the tough conversation, the corrective meeting, the write-up you know won’t go over well. It’s not easy, but it’s necessary. Because when you hold people accountable, someone’s bound to take it personally. Leaders who enforce standards and set boundaries aren’t being “toxic.” They’re doing what this job demands: protecting the mission, the badge, and the people behind it.
The Accountability Gap
Let’s be honest, we’re noticing a shift in how accountability is received. Not everywhere, not by everyone, but it’s real. Some of the newer officers struggle when they’re corrected or told “no.” They’ve grown up in a world where feedback is optional and confrontation is avoided. So when leadership holds the line, it can feel personal...even when it’s professional.
This isn’t about generations, it’s about culture.
The goal isn’t to criticize; it’s to prepare our leaders to navigate that shift better.
Our job isn’t to avoid conflict; it’s to manage it with purpose.
Because accountability, when done right, isn’t discipline, it’s development.
Accountability and Officer Safety
In this profession, accountability isn’t just about policy; it’s about survival.
A leader’s number one job is simple:
Make sure your people go home at the end of their shift.
That mission starts long before the radio call. It starts with mindset, preparation, and consistent expectations.
When supervisors demand tactical discipline, attention to detail, and sound decision-making, they’re not micromanaging; they’re keeping their people alive.
If we let standards slide, or if we let complacency creep in, the consequences can be irreversible.
Holding people accountable might not make you popular — but it might keep them breathing.
When It’s Easier to Quit
Let’s be real, it would be easier to just quit on your people.
To stop correcting. To stop coaching. To stop caring.
To say, "Alright. Do it your way."
But that’s not leadership.
That’s surrender.
Real leaders stay engaged. They have the hard talks. They confront what others avoid.
Because walking away from accountability is the same as walking away from your people.
The Silent Majority
We hear plenty about “bad bosses,” but not nearly enough about the ones doing it right; the sergeants, lieutenants, and chiefs out there leading with integrity.
They hold people accountable not because it’s easy, but because they care.
They understand that leadership isn’t about being liked, it’s about being effective.
Are there bad leaders out there? Absolutely.
Every profession has them: people who misuse authority, lead by ego, or forget that their people are human beings first.
But that’s not who this message is about.
This is about the ones who care enough to hold the line even when it costs them popularity, because they know what’s at stake.
The best leaders don’t lower the bar to make people comfortable.
They raise people up to meet it.
Final Thoughts
The next time you hear,
“People don’t leave jobs; they leave managers,”
remember there’s another side:
“Sometimes they leave because leadership finally required more of them than they were willing to give.”
Leadership in this profession isn’t about comfort; it’s about courage.
Courage to lead through resistance.
Courage to hold the line.
Courage to stay the course, even when it’s misunderstood.
Because in law enforcement, accountability isn’t a management concept
It’s officer safety.
And our people’s safety starts with our standards.
