How to Spot the Warning Signs That an Employee Is About to Quit

Keeping a great team together is all about noticing the little things. Sometimes, it’s not the big complaints or missed deadlines that signal someone’s thinking of leaving, but quieter changes in behaviour. In this blog, we’re diving into those subtle signs and sharing how encouraging a positive team culture can help keep your team strong and together.

Subtle Signs an Employee Might Be Considering a Move…

Changes in Routine

Sign: Once the early bird and last to leave, they’re now clocking in late and rushing out early.

What to Do: A change in routine could signal personal challenges or job dissatisfaction. Initiate a casual, supportive chat to open the door for them to share any issues they’re facing. It’s important to approach this conversation with empathy, making it clear that your primary concern is their well-being and satisfaction at work.

Less Chit-Chat

Sign: The team member who was always ready for a good chat is suddenly quiet and seems distant.

What to Do: This withdrawal could be a sign they’re not feeling connected. Encourage them to express themselves by allowing for a culture of open dialogue. Make it known that their thoughts and feelings are valued by setting aside time for personal check-ins, beyond formal performance reviews.

Skipping Socials

Sign: They’re no longer showing up for the team lunches or after-hours gatherings they once looked forward to.

What to Do: Missing out on these gatherings could mean they’re feeling disconnected from the team. To combat this, create more inclusive and varied team-building activities that cater to different interests (not just Thursday drinks), ensuring there’s something for everyone. This not only strengthens team bonds but also reinforces their sense of belonging in a healthier environment.

Quality Slips

Sign: Their work, once impeccable, is now lacking the sharpness and attention to detail it used to have.

What to Do: A decline in work quality can be a cry for help. Offer a supportive environment where they can regain their footing, perhaps through targeted training, mentorship, or a review of their current workload. It’s crucial to frame this support as a commitment to their professional development, rather than a critique of recent performance.

Not Joining In

Sign: They seem reluctant to offer ideas in meetings or contribute to group discussions, a departure from their usual involvement.

What to Do: This step back can indicate they’re feeling undervalued or overlooked. Encourage active participation by creating more opportunities for them to lead discussions or projects, showing that their contributions are essential and extremely valued. Recognising their efforts in team settings can also boost their confidence and sense of inclusion.

By addressing these signs with thoughtful, supportive actions, you can open up lines of communication, reinvigorate their engagement, and potentially turn the tide on their considerations of leaving. It’s about creating an environment where every team member feels seen, heard, and valued, fostering a culture that naturally retains its talent.

How Do I Prevent Dissatisfied Employees in the First Place?

Unfortunately, no matter how hard you work to build a great culture you will always have some turnover, which isn’t necessarily a bad thing. Just as looking for the perfect fit for your organisation is hard, it can be hard for professionals to find that one place that aligns with their goals and values perfectly. This doesn’t mean either party have done anything wrong, it just means you weren’t aligned at that time. However, if you make the effort to proactively do these things, you can be sure that when an employee decides to move on, it’s not because you didn’t treat them right.

• Encourage Open Communication: Creating an environment where feedback is encouraged and valued is crucial. Regular one-on-ones allow employees to voice concerns and feel heard.
• Recognise and Reward: Acknowledge contributions, big or small. Recognition programs can boost morale and show your team that their hard work doesn’t go unnoticed.
• Career Development Opportunities: Offer paths for growth within the company. Workshops, courses, or clear career progression plans can ignite an employee’s passion and commitment.
• Work-Life Balance: Promote a healthy balance. Flexible working hours or remote work days can help employees manage their personal and professional lives better, lowering their chances of burnout.
• Build a Supportive Culture: A team that supports each other is more likely to stay together. Team-building activities that are actually fun and engaging can strengthen bonds.

Keeping the Team Vibes Alive

It’s the small changes in behaviour that often reveal if someone’s thinking of moving on. By staying attentive and proactive, you can address issues before they lead to resignations. A workplace where everyone feels valued, supported, and part of a community not only retains great people but attracts them too.

Noticed any of these signs in your team, or looking for ways to build a more connected and supportive culture? Let’s chat about strategies to keep your team engaged and thriving.