11 Warning Signs Your Employee Might Be Considering Quitting – And What to Do About It So, you thought that the Great Resignation was over? Well, not so fast. Almost half (46%) of professionals said they were considering quitting in the next year, according to Microsoft...
By John Hall
This story originally appeared on Calendar
So, you thought that the Great Resignation was over? Well, not so fast.
Almost half (46%) of professionals said they were considering quitting in the next year, according to Microsoft and LinkedIn research between February and March 2024. In contrast, 40% said the same before the great resignation of 2021
Further, a July survey by ResumeBuilder.com revealed that 28% of US workers are “somewhat likely” to quit their jobs in 2024. In the survey, Gen Z and younger millennials were more likely to quit their jobs than older respondents, with 37% of 18 to 24-year-olds and 35% of 25 to 34-year-olds being “somewhat” or “highly” likely to quit.
Regardless of the exact reason for employee turnover, such as low wages or a lack of advancement, the effects can be costly and disruptive for any business. One consequence of losing a valued team member is losing institutional knowledge, spending resources on recruiting, and disrupting team dynamics. The cost of replacing an employee is about half their annual salary.
It’s rare, however, that employees quit without expressing their dissatisfaction or disengagement in subtle (or not-so-subtle) ways. Therefore, it is important to recognize these warning signs early on in order to retain valuable team members.
The following are 11 signs of an employee considering leaving and what they mean.
1. Decreased Engagement
Employees need to be engaged to be productive and satisfied. As such, whenever an employee was once enthusiastic but suddenly becomes withdrawn, less communicative, or uninvolved in team activities, it could be a warning sign. This behavior shift may indicate dissatisfaction within the team or a waning sense of belonging.
What to do: Be aware of their changing behavior and approach them supportively. Open-ended questions like, “I’ve noticed you’ve become quieter lately.” Is everything okay?” By doing so, they have the opportunity to share any challenges they are facing professionally or personally.
2. Changes in Attitude
If an employee becomes more withdrawn, irritable, or negative, he or she may be expressing unhappiness. While everyone has bad days, a prolonged change in demeanor may indicate deeper problems.
What to do: To understand their perspective, schedule a one-on-one conversation. It’s important to listen actively and avoid making assumptions. After all, offering empathy and solutions can help rebuild trust.
3. Decline in Work Quality
Missed deadlines, increased errors, or slower task completion may indicate a lack of focus or motivation. It is rare for high-performing employees to let their work slip without good reason.
What to do: Ask if any factors impact their performance and provide constructive feedback. Consider using this as an opportunity to discuss solutions, such as additional support, resources, or workload adjustments.
4. Reduced Productivity
In general, declining productivity is characterized by less time at work, longer breaks, and disengagement during meetings. It could be due to burnout, dissatisfaction, or a growing interest in opportunities outside the organization.
What to do: Assess the employee’s work habits and discuss any concerns you have. If they feel overwhelmed or disconnected, help them share their feelings and explore ways to reengage them.
5. Lack of Interest in Work
Someone who stops volunteering for projects, avoids team meetings, or hesitates to take the initiative may be mentally checking out. Such behavior usually indicates that a person has lost passion. It also indicates they’re disengaged and want to move on.
What to do: Find out what excites them about their work and what does not. If possible, assign them tasks and projects that align with their interests and strengths. Revitalizing their passion may be a way to rekindle their commitment.
6. Lack of Interest in Career Development
An employee who is invested in his or her future will most likely embrace training opportunities and career advancement. A person who previously valued professional growth may now show disinterest, indicating they’re considering other options.
What to do: It is important to discuss their long-term career goals with the company’s offerings and how they match. Ultimately, it’s better to have an honest conversation about the future if their aspirations don’t match what you can provide.
7. Frequent Absences and Requests for Time Off
In addition to unexplained absences, frequent requests for time off, mainly unrelated to illness, might indicate job dissatisfaction. These could be used for job hunting or even attending other interviews.
What to do: Address absenteeism patterns that seem unusual. Suppose they are absent due to personal challenges, express concern about their well-being, and offer support.
8. Social Withdrawal
Employees who isolate themselves or avoid workplace interactions might disengage from the team culture. This could be a precursor to leaving, especially if they previously enjoyed these social aspects.
What to Do: Check in to see if any interpersonal issues or external factors are causing the withdrawal. Encouraging inclusion and fostering team connections can help rebuild their sense of community.
9. Resignation from Committees or Volunteer Roles
When individuals step down from volunteer positions or internal committees, it usually signals that they’re uninvested in the organization. Typically, these roles require extra effort, and disengagement might signify a broader lack of motivation.
What to do: If they’ve stepped back, ask why and what might make them more motivated. To reengage them, reinforce the value of their contributions, and reduce stress.
10. Increased Focus on Personal Tasks
In the workplace, spending excessive time on personal tasks, such as phone calls, social media, or non-work activities, indicates a priority change. This may result from a lack of focus, dissatisfaction, or even preparation for a job search.
What to do: It is important to establish clear expectations regarding productivity and discuss the behavior constructively. Rather than criticizing, though, focus on support and collaboration.
11. Open Communication About Dissatisfaction
A dissatisfied employee who openly expresses dissatisfaction with their job, pay, or working conditions is a clear indication they are likely to leave. Despite being uncomfortable, such transparency allows them to address their concerns.
What to do: Be willing to listen to their concerns without dismissing or minimizing them. Based on their feedback, schedule a meeting to explore actionable solutions. This kind of communication can go a long way in rebuilding trust and loyalty.
What to Do When You Notice These Signs
When you observe one or more of these signs, the key is compassionate and proactive communication. To resolve the situation, follow these steps:
- Act quickly. If you wait too long, it may be harder to resolve their concerns.
- Foster an open dialogue. Instead of judging, approach conversations with empathy and curiosity.
- Understand their perspective. Listen to their concerns without interrupting. Ideally, you should identify the root causes of their dissatisfaction.
- Collaborate on solutions. Together, determine what changes or accommodations might be helpful.
- Evaluate the fit. An amicable parting may be the best solution when their goals don’t align with the company’s direction.
Retaining Talent is a Two-Way Street
Although you can’t prevent every resignation, you can encourage open communication, growth, and happiness in the workplace. Employers, however, are responsible for recognizing these warning signs and addressing them promptly. By doing so, the company ensures that the employees are treated well and are valued.
In some cases, acknowledging frustrations and taking action to improve their situation can be enough to rekindle their enthusiasm for their job. In the end, thriving workplaces are built on mutual respect, trust, and collaboration.
Image Credit: Marcus Aurelius; Pexels
The post 11 Warning Signs Your Employee Might Be Considering Quitting – And What to Do About It appeared first on Calendar.
