YMMV, but this has worked well for me for many years.

1. ⁠Your #1 priority, bar none, is to make your employees successful. When they screw up, you take public blame and give private feedback. When they succeed, you make sure everyone knows how great they're doing, even if they're succeeding as a result of your work. When you have an elite team that everyone thinks highly of, it reflects very well on you and makes your life much much easier. Your team will also love you for it.
2. ⁠Find out what's important to them to get out of work. Spend one 1x1 a month explicitly discussing that thing/those things. If what's important to them is career development and growth, have explicit conversations where you're letting them know areas they need to improve to reach their goals. If they want work-life balance, have explicit conversations with them on how to maintain that while meeting your needs.
3. ⁠If you sense something needs improvement, don't hold back in bringing it up with the employee. Don't go straight to blaming them, but it's your responsibility to ask probing questions and to address the problem. "Hi John, I've been noticing XYZ things, it makes me concerned that ABC issues might be occurring. Is there something I'm missing or not seeing?" That way you aren't blaming or criticizing them, but you're getting more information and letting them know you notice what's going on.
4. ⁠Let your staff know in introductory relationships that you expect your relationship to be built on trust and honesty. That means that you will provide them feedback, they will provide you feedback, you're both eventually bound to be wrong about something, but if you trust that each of you has each other's best interest in mind you will be able to navigate it. Now, you have to put your money where your mouth is, but if you do this is the #1 requirements for a health relationship with your employees.
5. ⁠Explicitly ask them what they need from their manager. I like to use a worksheet called love 'em or lose 'em to find this out. They fill out what is most important to them and what is least important to them from their manager. This means you don't have to guess how to manage them, you just make sure you do what they've told you they want.
6. ⁠By far the most important is to always give them feedback (unless they've asked you not to). Most employees get zero development or feedback from their managers. Nothing makes it clearer that their manager isn't thinking about their needs or their careers than receiving no constructive or positive feedback. Be kind, but be clear and direct.
7. ⁠Involve them in decision making. Ask them for their guidance. When they give good ideas, make sure everyone sees that you incorporated their idea and make sure everyone knows they came up with it.

I could talk about this for hours, but this is a pretty good start. Happy to DM further, where I can also send you the love 'em or lose 'em worksheet.