There are many reasons why employees quit their job. They move to different locations, stay home with children, change careers, or seek promotions. However, sometimes employees resign because they are unhappy with their employer. In fact, according to a recent report from Pew Research, 63% of workers said their pay was too low, another 63% cited no opportunities for advancement, and 57% said they felt disrespected at work. 

In addition to all the usual reasons why employees leave, the Great Resignation shows no signs of slowing down. In fact, more than 4.3 million Americans quit their jobs in January 2022.  

If you’d like to speak to an HR representative about your business, contact us. 

Unfortunately, employee turnover can be awfully expensive and time-consuming for businesses. When an employee resigns, the company is not only losing that person, but their experience as well. It also comes with the added cost of lost productivity, hiring someone new, and training them. That is why it’s important for employers to be proactive when it comes to employee retention. It’s also helpful to be familiar with some of the signs that an employee is unhappy and about to quit, so you can take preventative action. 

Do You See These 7 Warning Signs in Your Top Performers? 

Don’t get caught off guard when your top talent quits. Instead, many industry experts recommend that an employer actively look for signs of turnover and take corrective action as soon as possible. Here are 7 “turnover tells” that could indicate an employee is getting ready to leave your company: 

1. The employee displays changes in behavior or habits. Employees who have become disinterested in their current job often display signs of being unmotivated and distracted. Additionally, a survey conducted by the Society for Human Resource Management (SHRM) revealed employees who described their own changes in behavior before quitting with these “tells”: negative attitude, no care for personal appearance, less willingness to volunteer for projects, and decreased attendance at staff meetings. 

2. The employee took an online course out of the blue. According to LinkedIn’s 2021 Workplace Learning report, there was a 53% annual increase in the number of hours members spent learning before they changed jobs.  

3. The employee is spending more time on social media and other networking activities. Have you noticed that an employee is making new LinkedIn connections at a rapid pace or recently beefed up their profile? Maybe an employee is spending more time on the phone than usual or has been in several closed-door meetings that are atypical for that individual. These actions may signal that a job search is underway.  

4. The employee has been seen doing some “office housekeeping” around their workspace. When an employee starts tidying up their workspace and organizing files, they could be planning for their replacement. If they start removing personal items such as family photos or plants, the end may be near. 

5. The employee is avoiding the boss and vague about future project commitments. According to a post on Entrepreneur, a “sure-fire way to assess long-term commitment is to ask about future workplace events or initiatives in detail.” If the employee already has one foot out the door, they may avoid getting into these conversations or even resist meeting with their boss. 

6. The employee is less responsive to communication and/or has taken more time off. Is an employee suddenly taking a lot of personal or sick days? Are they unresponsive to email or phone calls? Though this could also signal burnout, chances are they are on the path toward resignation if you don’t check in with them and find out what’s going on. 

7. The employee made an unrealistic request. Did an employee suddenly and unexpectedly request a large salary increase or promotion? This is often a sign that the employee is considering other opportunities or feels undervalued.  

These are some general signs signaling that someone is about to leave. If you notice just one or two signs, the employee may just be experiencing burnout—which is also important to address. However, as an employer, it’s important to know and understand your employees in terms of their personality and habits. There may be other things you observe about a particular person that could also serve as a tell. If these warnings are left untreated, they may lead to resignation. If an employee is exhibiting three or more of these signs, it is time to sit down with the employee ASAP and discuss what’s going on. 

To prevent surprise resignations, it’s important to establish a good working relationship with employees to ensure you’re not the last one to know. Additionally, many forward-thinking organizations are putting their focus on culture to boost employee engagement and retention. 

5 Tips to Strengthen Retention and Reduce Quits  

The best way to retain employees is to invest in them from the start. Take time to show appreciation and continually support their growth and development. Many times, throwing in a last-minute reward for employees to stay does not work. For example, counteroffers are often ineffective in preventing a resignation in the long term, since they typically don’t resolve the underlying issues for why the employee wants to leave.  

These tips are most successful when they’ve been built into the company culture, however, they can also be used at the last minute to dissuade an employee from quitting: 

1. Conduct “stay” interviews. Ask why an employee wants to leave and find out what you can do to motivate them to stay. The solution is as simple as offering training to help with career advancement or showing them you care. A report from Businessolver found that 92% of employees would stay if their manager showed more empathy. 

2. Be intentional about praise and recognition when it is deserved. 

3. Seek employee input. Ask what your organization can do better to show that as an employer, you’re committed to improvement. 

4. Create transparency. Maintain lines of open communication between employer and employee. 

5. Consider a promotion or salary increase. Also, be aware of any applicable pay disclosure laws that impact job postings and workplace culture. 
    

Take Talent Management to the Next Level 

 If your organization is seeking to build and strengthen a culture of retention, Asure can help. We offer solutions that deliver improved visibility into the performance management process and reduce time spent on administrative tasks, so you can easily stay on top of your company’s talent management operations.