When employees quit, it has a multiplying negative impact: their co-workers may feel over-burdened and discouraged, while the company suffers from a drop in productivity. Furthermore, the expense of recruiting, hiring, and training replacements is substantial. To proactively retain your top talent, it’s important to understand why employees quit and monitor for signs that someone might be ready to leave. Here are the four biggest indicators that one of your employees has started hunting for another job:
- Becoming disengaged
A person who sees their future at a different company is less likely to stay closely engaged in their present position. Any significant decrease in an employee’s participation in discussions, a reluctance to sign up for training opportunities, or an avoidance of committing to long-term projects could be a danger sign.
- Using personal devices
If you notice your employee suddenly bringing their private laptop to work, or having an unusual number of conversations on their personal cell phone, it’s not usually a good sign. They could be pursuing external job openings, or they could be establishing private working relationships with your clients.
- Being quiet about a new educational achievement
Workers who plan to stay with your company will probably loop you in on any extra training or certificates that they want to pursue. They would naturally be interested in whether their new education would promote their career within your company, or whether any of their training costs could be offset. Conversely, if you become aware that someone has completed a degree, received a new certification, or attended a training and they haven’t brought it up with your company, it might mean they’re positioning themselves for a career change.
- Changing absentee patterns
One of the most common red flags is when an employee who rarely uses sick days is suddenly developing a cluster of viruses, dental appointments, or other ailments that result in random hours away from work. Likewise, if someone who typically takes all their vacation days at once is now taking them one at a time, you may want to have a conversation with them about how they’re feeling about their work. Don’t accuse employees of faking illnesses or using their vacation time inappropriately; that will be a fast way to alienate people. Rather, use these signs as a reminder that you should be checking in with your employees on a regular basis.
Understanding why employees quit is the first step toward changing their minds. When you notice one of the four listed symptoms, you still have the opportunity to initiate a positive conversation. Once you learn about the person’s plans and reasons for wanting to make a change, you can explore the potential for meeting their needs while retaining them at your company.
