Before They Quit: Early Signs Your Employee Is Disengaging
High employee turnover rates are becoming a significant concern for business leaders around the world. When employees leave, valuable knowledge is lost and costly hiring and training processes follow, leading to reduced productivity. As a result, companies are trying to reduce employee exits as much as possible, especially those that are preventable. Disengagement doesn't happen overnight, and if companies keep an eye out for the early signs employees exhibit before they quit, they have a better chance of intervening and taking steps to reengage their workforce. So, let's explore 6 warning signs an employee is about to quit to help protect your company from unpleasant surprises.
Warning Signs Your Employee Is About To Quit
1. Changes In Productivity
The most common warning sign that an employee is considering quitting is a drop in productivity. Besides, why would they spend time and energy on a job that doesn't interest them anymore and that they're planning to leave? As a result, they start missing deadlines, become passive during meetings or don't show up at all, and there might be a visible decline in the quality of their work. In less common cases, employees may boost their productivity in order to tie up loose ends and prevent leaving extra work for their team after they resign.
2. Increased Absenteeism
Not every employee taking days off should raise concerns about a potential departure. However, if an employee starts accumulating half days, sick days, and vacation days, it may indicate that they are using up their PTO before they quit or taking time off to attend job interviews. Sometimes, employee absenteeism doesn't even happen consciously. As employees grow more disengaged and detached from their roles and the work environment, they may struggle to find the motivation to come to work, resulting in increased days off.
3. Changes In Behavior
In many cases, an employee's overall behavior may be a telling sign that they are about to quit. Especially if they have experienced something negative at work, they might become more irritable, complain about policies, or engage in arguments. Alternatively, employees may become isolated, withdrawing from office interactions. They might stop participating in water-cooler conversations and office group chats, slowly cutting ties with people in the workplace. These changes may suggest that the employee is feeling disengaged, frustrated, or undervalued by the organization.
4. Avoiding Long-Term Projects
An employee who does not see themselves in the same workplace in the near future will most likely avoid taking initiative and making long-term commitments to their company. As a result, they might decline offers to participate in a long-term project or contribute to discussions about the organization's overarching objectives. If they are already part of such plans, their input might become more vague and scarce as their interest in their roles wanes. Reducing their responsibilities and involvement in company initiatives makes their exit easier and gives them more time to think about their next steps.
5. Reduced Communication
Another warning sign you need to watch out for is when employees suddenly stop interacting with colleagues, especially managers and leadership. Perhaps they stop asking questions, offering or reacting to feedback, or contributing ideas and opinions. When these behaviors come out of the blue, they indicate that the employee is no longer interested in keeping up with company news, their professional growth within the organization, or the overall company culture. Additionally, it suggests that they are emotionally checked out, struggling with a certain person or situation in the workplace, or have already decided to depart.
6. Increased Activity On Social Media
A final warning sign that an employee is about to quit is when they suddenly pay more attention to their social media. This might involve them updating their profiles on professional websites like LinkedIn, posting more frequently, making new connections, and revamping their resume. Such actions may indicate that they are trying to network with new people and explore new opportunities in the industry. But it is important to respect your employees' privacy when it comes to their social media activity, refrain from jumping to conclusions, and approach the topic delicately.
How Can Leaders Reengage Employees Before They Quit?
Apart from recognizing these early warning signs, you must be wondering what actions you are expected to take. A good rule of thumb is to maintain an open and honest work environment where employees feel comfortable expressing their opinions and discussing any lack of motivation. If employees feel supported by their managers, they will be more open to discussing re-engagement strategies, such as training, shifting responsibilities, or exploring new projects, before they make any final decisions. Make sure to meet with employees regularly and discuss issues that may be impacting their motivation and causing them to become disengaged. This way, you will be able to stay one step ahead and improve retention levels within your organization.
Conclusion
Although it often seems like a rushed decision, resignations rarely happen from one moment to the next. More often than not, employees show signs of disengagement long before they quit. When that happens, leadership is responsible for paying attention and taking action. While not every employee exhibiting the signs we discussed in this article is necessarily planning their exit, it's important not to take them lightly. Cultivate a corporate culture of open communication and ensure your employees feel safe to speak their minds so that you can quickly identify when an employee is about to quit and take proactive steps to retain them.
