Have you ever wondered how to tell if someone at work is about to quit their job? Well, today I am going to let you in on some warning signs that might help you figure it out. Whether you’re curious or just want to know what to look for in the future, these signs can give you a clue when someone is thinking about leaving. It’s important to identify them early so you can stay one step ahead. It certainly helped me with my employees and enabled me to open the chain of communication early enough so that I could successfully retain my staff.
1. Decreased Enthusiasm
One of the first things you might notice is a lack of enthusiasm. If an employee who used to be excited about work suddenly seems uninterested, it could be a sign. They might stop volunteering for new projects, avoid taking on extra responsibilities, or appear less engaged during meetings and discussions.
2. Increased Absences
Another warning sign an employee is about to quit is when they start taking more time off. They might call in sick more often or request vacations frequently. This sudden increase in absences could indicate that they’re feeling less committed to their job and may be considering leaving.
3. Disengagement from Colleagues
When someone is about to quit, they might start to distance themselves from their co-workers. You might notice a change in their behaviour, like not participating in office conversations, avoiding social events, or spending less time with their team. This withdrawal can indicate that they’re mentally preparing to move on.
4. Lack of Initiative
A clear sign that an employee is about to quit is a decrease in initiative. They might stop coming up with new ideas, stop suggesting improvements, or stop taking the lead on projects. This lack of motivation and drive can suggest that they’re no longer invested in their role and are looking for something else.
5. Negative Attitude
If an employee starts displaying a negative attitude, it could be a sign they’re unhappy at work. They might complain more often, criticize decisions, or express dissatisfaction openly. This change in behaviour could mean they’re considering leaving and are no longer interested in maintaining a positive work environment.
6. Reduced Productivity
A noticeable drop in their productivity might indicate that an employee is about to quit. They may miss deadlines, produce lower-quality work, or struggle to meet their targets. This decline can happen because they’ve mentally checked out and are no longer putting in their best effort.
7. Job Searching Behaviours
Sometimes, employees who are planning to quit will engage in job searching behaviours. They might update their resume, spend time on job search websites, or make discreet inquiries about other job opportunities. Spending more time on their phone is also a telling sign. (Especially if they take a break away from their workstation to do it)
If you notice any of these activities, it’s a strong sign that they’re actively exploring their options.
Here’s What You Can Do:
If you notice warning signs that an employee is about to quit, there are several actions you can take to address their concerns and potentially retain them:
1. Initiate a Conversation
Schedule a one-on-one meeting to discuss their current feelings and any issues they may be facing. Encourage open and honest communication to understand their perspective better. During the conversation, practice active listening to show empathy and validate their concerns. Make them feel heard and valued by giving them space to express their thoughts and emotions. The importance of emotional intelligence is critical here.
2. Address Their Concerns
Take their concerns seriously and explore possible solutions. For example, if they are seeking more acknowledgement, provide regular feedback and recognition for their accomplishments. Perhaps they are looking for more of a balance between life and work.
3. Provide Growth Opportunities
If an employee feels stuck in their role, discuss potential avenues for growth within the organization. Identify projects or responsibilities that align with their interests and skills to offer new challenges and opportunities.
4. Offer Training and Development
Invest in their professional development by providing training programs, workshops, or mentoring opportunities. This demonstrates your commitment to their growth and shows that you value their long-term success.
5. Offer Flexible Work Arrangements
If feasible, consider offering flexible work arrangements, such as remote work options or flexible hours, to accommodate their needs and improve work-life balance.
6. Increase Their Salary / Benefits
Assess the employee’s salary and benefits package to ensure it aligns with industry standards. If appropriate, consider offering a pay increase or bonuses to demonstrate their value to the organization. A four day week is also currently trending.
7. Foster a Positive Work Environment
Create a positive and supportive work culture where employees feel valued, respected, and motivated. Encourage teamwork, provide opportunities for social interaction, and recognize achievements openly. Remember each person is different and as such has different needs. Be an affiliative leader.
8. Stay Connected
Maintain regular check-ins with the employee to monitor their progress and satisfaction. Regular feedback and ongoing communication can help address any lingering concerns and reinforce their sense of belonging.
I remember two of my staff members that started showing several warning signs that they might quit. One of them was becoming a quiet quitter whilst the other one was part of the great resignation. These two events were going hand in hand just after the first year of the Covid Pandemic.
It was crucial for me to identify and communicate with them promptly because I realized that their underlying concerns were simply a desire for a pay increase and an opportunity to work in different areas to break free from the monotony of their current roles.
Recognizing their need for change and new challenges and growth opportunities, I tried to understand their skills and interests better. By providing them with opportunities to explore different projects and responsibilities, I was able to address their concerns and keep them engaged and motivated. This is where upskilling and reskilling played a major role to retain my staff.
This approach not only helped prevent them from leaving for reasons that were easily resolved, but also contributed to their personal and professional development, enhancing their job satisfaction and overall productivity within the team. It was so important for me to understand the difference between being a leader and a boss, as this assisted me greatly in the style of leadership I used in situations like these.
Conclusion
Recognizing the warning signs that an employee is thinking about quitting can help employers and colleagues be prepared for potential changes. It’s important to remember that these signs are not definitive proof, but they can give you a clue about what someone might be going through. If you notice any of these signs, it might be a good idea to have a conversation with the employee to understand their concerns and see if there’s anything you can do to address them. Most of the times employees just need a little bit of motivation. By being attentive and supportive, you can create a positive and understanding work environment for everyone and this has a direct and positive effect to the success of any business.
