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I Quit. Don’t Ignore These 4 Signs an Employee Will Quit

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I Quit, staff turnover, employee

Here are 4 Signs an Employee Will Quit, you Might Not Want to Ignore.

I QUIT. Staff turnover is inevitable. Naturally employers are aware in the back of their minds that it could happen, but they just don’t see it coming. And it hits them like a ton of bricks when an employee knocks on their office door and says, “Do you have a minute for a chat?” At that moment all sort of thoughts race through their minds. Many employers resort to putting little “spies” in place to find out how employees are doing or if they’re thinking of checking out, especially their best employees. But there is no need to resort to that. Here’s how you know your employee might be thinking about leaving:

  • Watch the language. Remember that employee that always used to refer to the company as “us” and “we?” When that same employee start to refer to the company as “you” and “them” he might mentally have one foot out the door. At this point you may want to call the employee aside and ask how they’re doing? This way you can gauge where they’re at.

  • Watch their body language. If they’re no longer in the center of things but rather taking a back seat at events, meetings, functions this may be a sign that they’re not as engaged as they used to be and might be thinking of alternative employment. Now this could be that they are going through a personal issue but it is an opportunity for a good manager to reach out to the employee.

  • Watch their attendance. That employee that used to come to work no matter what. No matter how sick they were they would show up. They were always present. When that employee suddenly decides to take all their sick days, even unpaid days over a period of time and for non-serious reasons, that’s your cue to reach out. When they mentally disengage from discussions or doesn’t contribute to collaborative efforts, it might be a sign they’re considering moving on.

  • They disregard feedback or constructive criticism. This is a dead giveaway the employee is no longer interested in either the company or the job. At this point the employee is no longer thinking of quitting, but very likely been for a few interviews and waiting on an answer. They’ll pretend to take feedback on board but does not apply it.

Staff retention is no easy feat, because people are changeable and what they thought was initially a great reason to join your company all of a sudden doesn’t seem like a good reason to stay anymore.  People are never going to be truly happy unless they are in their purpose. The trouble is that many people don’t know what their purpose is and is willing to go through life working in a job they hate because what else are they going to do? They gotta eat. Some people are just able to endure it longer than others.

 

While companies can’t prevent employee turnover, they can delay the inevitable by:

Hiring strategically with retention in mind. 

Being aware of the signs that staff are unhappy and doing something about it early on

Regularly getting feedback from staff about how they are doing

Reducing micro management. Allowing enough autonomy is vital 

Giving staff praise when it is due. So many companies ignore this small but crucial detail. 

 

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WHP Consulting