Turnover remains a looming threat.
An unexpected resignation can throw off an entire team and leave your organization scrambling. The concern is valid: A recent Gallup poll found that more than half of employees keep tabs on new job opportunities.
But what if employee departures aren’t as unexpected as they might seem?
Research indicates disaffected employees often demonstrate their intent to leave through predictable behaviors. The human resources association SHRM reports these behaviors increase the risk of employees leaving in the following 12 months.
Understanding the warning signs can help you identify solutions to increase employee engagement and reduce unexpected turnover.
Signs an employee may be preparing to leave
The following changes indicate an employee may be actively pursuing new jobs.
Their performance drops. The Harvard Business Review notes that reduced performance is one of the top signs an employee may be eyeing an exit. Performance reductions can occur in different ways. Examples include suddenly producing less, turning lower-quality work, missing deadlines, doing the bare minimum, turning down new or long-term projects, and putting their interests ahead of team goals.
They become less engaged. Disengagement may appear as an employee being quieter at meetings, withdrawing from social events and not participating in wellness initiatives. It could also show up as becoming less focused, more secretive, and more paranoid about company leadership and financials.
They show signs of burnout. Exhaustion is another warning. According to the employee communication platform Workvivo, more than 40% of Generation Z employees would take a new job to alleviate burnout. Watch for unusual changes in appearance or demeanor. Burned-out employees seeking a new job may also take more sick days than usual or ask to use all their vacation days within a short time.
They shift their tone. Language may also indicate an employee’s intent to leave, reports Workvivo. Look for increasingly negative talk about job roles, colleagues and clients. The employee may also express frustration with workloads, leadership or company values. Sometimes it’s not what an employee says but what they avoid saying, such as not discussing growth opportunities or long-term career plans with your organization.
They increase networking activities. HR Daily Advisor reports that upticks in networking can signal an employee’s desire to find a new job. Increased activity on professional profile sites like LinkedIn may be a sign. For example, an employee might regularly update their profile, post more frequently or ask others to recommend their skills. Gathering materials to update their work portfolio can be another giveaway. A sudden interest in attending more industry events and professional groups can also signal their intent to move elsewhere.
Strategies to improve engagement and retention
As long as valued employees remain with your organization, these warning signs can be part of the solution. They can highlight employee challenges and guide your retention strategies.
According to the HR software company Homebase, the first step to retaining employees is opening lines of communication. Frequent check-ins can reengage your employees and demonstrate the value you place on their contributions. Open communication can also alleviate frustrations before they lead to resignations.
Schedule regular one-on-one meetings between managers and employees. SHRM promotes stay interviews, meetings to discuss the likes and dislikes of your high-performing employees. The goal of a stay interview is to understand their job satisfaction and what it would take for them to stay with your company.
SHRM also recommends short-term interventions to keep valued employees. Solutions may include more time off, a salary increase or one-time bonus, special projects or a promotion. These options are often less expensive than replacing employees. They also give your organization more time to implement long-term retention strategies such as career pathing, recognition and reward programs, flexible scheduling, and mentorship programs.
Workvivo highlights the importance of employee benefits in retaining your employees. Offering affordable accessible access to health, dental, vision and life insurance is essential to reduce turnover.
The American Society of Employers reports that 78% of employees would look for a new job if their current benefits weren’t good enough.
Benefits offerings that can improve employee engagement and retention include:
- Accident, critical illness and hospital indemnity insurance
- Flexible work schedules
- Gym memberships and online fitness class
- Mental health resources
- Paid time off
- Parental leave
- Pet insurance and pet-friendly policies
- Remote work options
- Sabbaticals
- Short- and long-term disability coverage
- Volunteer hours
Explore strategies and solutions
Tailoring your solutions can reverse employee disengagement before it leads to unwanted turnover. Conversations with employees will help you uncover which benefits they most value.
To examine your benefits coverage and options, talk to your insurance broker or benefits adviser. They work with you to identify and communicate benefits solutions that increase employee engagement, satisfaction and retention. If you’re interested in employee benefits, contact our employee benefits team.
Need more information?
For support on this topic contact OneGroup HR Consulting at HR Consulting at [email protected]. They can provide best practices on reassignment, including planning, training, communication, and compliance.
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