5 Signs Your Employee Might Quit Soon and How to Stop Them

Categories: Advice for HR Professionals, Recruitment Advice, Trends and Learning

Employee turnover rates are at an all-time high. It’s a new trend that every recruitment agency and hiring manager are wary of. According to a study conducted by Work Institute, an estimated 42 million, or one in four employees, left their jobs in 2018. However, the real shocker is learning that 77% of those resignations could have been prevented.

Employees exhibit behavior that could indicate they want to hand in their final notice. Here are five telltale signs your employee might quit soon and how you can stop them.

1. Drop in productivity

Lowered productivity levels may suggest that your employee feels unmotivated, disengaged, or bored with work. This is especially odd if they used to be more proactive during meetings, was known to volunteer in after-work projects, or participate in company events such as sports fests and parties. While the reasons may not always be rooted in work, it’s worth monitoring employees who seem to shift to this end of the spectrum.

2. Increased number of absences

If you have an employee who barely used their paid time off before and is now rarely in the office, it could be another red flag. They could be using this time to attend interviews with other employers, or they could be feeling so disconnected from work that they want to use up their benefits.

3. Had conflicts with another employee

Having a work best friend statistically improves your performance and mood in the office. 75% of those who have work friends feel that they’re able to take anything on. Work relationships are essential, which means if two (or more) of your team members have a severe rift, it’s likely that one of them will walk away. Having a dramatic work atmosphere is one of the top things that employees don’t like in the workplace.

4. Avoids social interactions

Another signal that your employee could be deciding to leave is if they become unusually quiet or secluded. They don’t make a point to get to know new hires or make conversation during breaks or social events at work. The reason they do this is so they can detach from the office culture since they won’t be around anymore soon.

5. Underwent a major life change

Your employee’s personal life is a significant factor in his or her career decisions. Specific life changes such as marriage, moving to a new home, having children, or the death of a family member can shake things up. For instance, having a higher mortgage to pay could influence someone to seek a job with higher pay. Stay in the loop with your employees’ major life events and monitor how they adjust back to work.

How to Prevent Your Employees from Leaving

As mentioned above, knowing the signs that your employee could be leaving is half the battle—it’s enough for you to devise a plan to make them stay. Here are some employee retention tactics.

1. Offer competitive pay

If you believe your employee is valuable in your company and that it’s about time that they get a raise, don’t hesitate to offer them competitive pay. If you’ve got a big hunch that they’re about to exit, you can call them in for a meeting to schedule the discussion. You may also use this as a counter offer tactic if they approach you and say they’re considering moving to a different company. Additionally, you can also offer benefits that they would appreciate, such as flexible working hours or more paid time off.

2. Present opportunities for growth

Often, employees leave because they feel that they’re stagnating at work. Perhaps they’ve been doing the same things day in and out, and they’ve been yearning for more opportunities but don’t seem to know how to climb up the ladder. By letting them know the possible paths they can take in your company, they may be more motivated to consider a future in working with you.

3. Value their worth

Employees also end up feeling disconnected if they think their efforts are repeatedly snubbed or glossed over. It helps to recognize the achievements and contributions of your team no matter how big or small. This helps them feel in line with the company’s goals and mission, and allows them to feel a sense of purpose while doing their work. A simple message in the company channel or celebratory parties for huge wins can boost overall morale as well.

Show Employees You Value Them

Your employees are your company’s most important investments. It’s difficult to find the right person to fit the bill, so once you do, make sure you take care of them.

The bottom line is to treat your employees better. Be sensitive with their behavior and present them with all options to grow in your company. After all, it’s much easier to keep and groom existing talents than to find replacements all the time.