The data presented in the article actually presents some pretty specific problems with management that don't boil down to managers needing to be "better people".
For example, employees want predictable schedules. The sectors with highest turnover mostly seem to be the kind that either embrace crunch culture or have seasonal demand. e.g. Retail workers are expected to put in more time during the holidays, when most would prefer to work less.
If management sets unrealistic deadlines, causing crunches, or fails to appropriately staff up to meet seasonal demand, employees face unwanted overtime and are more likely to resign.
Passing the buck onto employees for poor planning is bad management. Plain and simple. "Good people" often do this and are, consequentially, bad managers.
Unpredictable schedules is nothing to do with holiday work; that can be planned and agreed in advance, with suitable pay, and people will happily do it. What really grinds people's gears is "on demand / zero hours" scheduling: you have to ring up an hour before your shift starts to check whether it's actually going to start or been moved again.
With predictable scheduling you can work two part-time jobs. With zero-hour contracts, you can't (because they may whimsically decide to schedule conflicting shifts for you). And you can't budget because you have no idea how much you're going to be paid.
Retail and hospitality were infested with this nonsense, and as soon as workers have other options they quit it.
The hardest job I've ever had wasn't any of my software engineering jobs which paid six-figures: it was working at a retirement home as a dishwasher and food server. It paid $8.50 an hour (in 2007), and I didn't know my hours until the day before. It was hell, and I lasted two months before burning out.
Fair point in general, possibly, but I still disagree with your example. Passing the planning buck to your employees is Bad, which is not to say "good people" never do it, in the same way that "good people" occasionally cut you off on the freeway, by they definitely should know better. Part of being a good person is thinking through the consequences of your actions, including second-order consequences like instability you create in your employees' lives.
For example, employees want predictable schedules. The sectors with highest turnover mostly seem to be the kind that either embrace crunch culture or have seasonal demand. e.g. Retail workers are expected to put in more time during the holidays, when most would prefer to work less.
If management sets unrealistic deadlines, causing crunches, or fails to appropriately staff up to meet seasonal demand, employees face unwanted overtime and are more likely to resign.
Passing the buck onto employees for poor planning is bad management. Plain and simple. "Good people" often do this and are, consequentially, bad managers.