Being a manger means knowing your employees pretty well. It’s important to know when they are happy and satisfied and you need to know when they are unhappy and wanting to quit. This helps prevent the whiplash of an employee turning in a resignation letter when you thought they were happy and content.
Being a good manager means getting to know your employees to be able to observe any changes in their behavior to help spot warning signs that they are going to quit.
We have gathered some reasons that employees quit, the warning signs, and what to do to prevent employees from quitting.
Key Takeaways:
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A sign that an employee is about to quit could be having a heavy workload and being constantly exhausted from it.
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Getting feedback and allowing your employees to have open communication is a great way for you to know where they are at and for them to voice any concerns that they have.
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Major life events in your employees lives can have a major impact and can be a sign that they are going to quit their job.
Common Reasons People Quit Their Jobs
Before looking for the warning signs t’s important to know why people quit their job. Here are some of the most common reasons that people quit their jobs:
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Needing a higher salary
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Needing more of a challenge
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Feeling uninspired
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Wanting to feel valued
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Seeking a better management relationship
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Needing more feedback
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Wanting more structure in their work environment
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Wanting a different work environment
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Looking to live somewhere else
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Work policies conflict with values
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Needing a better work-life balance
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Wanting more independence
Warning Signs Your Employees Will Quit
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They’re constantly exhausted. Don’t mistake exhaustion with dedication. If you notice an employee running themselves into the ground with the amount of work they are taking on, you should know that this can only last so long before the employee becomes completely overwhelmed and burnt out. No matter how ambitious or engaged an employee once was, they can only work at full steam for so long before they become depleted, disillusioned, and demotivated.
When the employee finally realizes what the stress of the job is doing to their health, they will more than likely look for a less demanding position elsewhere.
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They have a heavy workload. A heavy workload is one of the main sources of workplace stress. Overworked employees generally suffer from lower levels of morale and engagement, and eventually grow to resent their employers. They are also more likely to make a mistake that could cost the company money or risk the safety of other workers.
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They’re frequently absent or constantly ask for time off. If you notice that an employee is taking more time off, or increased the amount of half-days that they work, it could be a sign that they no longer care about the job.
Make sure they aren’t taking off for a family emergency reason before you think anything suspicious. If they are taking random days off, arriving late, leaving early, or using more sick leave could be an indicator that they are about to quit.
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You notice a change in their attitude. Disengagement might manifest itself in a gradual shift in attitude. If you notice that an employee who was once dedicated, sociable, and motivated no longer interacts with their co-workers and has stopped chipping in with ideas in meetings, you should take note.
It may be that this is a short-lived phase, but if you notice that it has gone on for a while, discuss the situation with your employee. It may be that they are frustrated with a recent change in protocol or company structure. Maybe they are unchallenged or dissatisfied with their current goals.
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They have demonstrated a change in quality of work. When an employee is so disillusioned or dissatisfied with their work that they are thinking of leaving, chances are they will demonstrate a change in their quality of work. This can come in one of two ways, but both are clear warning signs they will be leaving you soon.
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Some employees become totally disengaged and ‘check out’ of their role entirely. These employees will miss deadlines, or their completed work will appear sloppy or completely below par. This will be particularly noticeable if the employee in question was once remarkable and extremely productive. It should be noted that this in itself is not always indicative of a disengaged employee. Managers should establish a dialogue with the employee to ensure everything is okay at home; if they are experiencing troubles with family life, this might be having an effect at work.
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Conversely, other employees may become increasingly productive and super-efficient, completing assignments early and surpassing expectations. This might be an indication the employee is trying to tie off any loose ends as they want to leave their role on a strong note.
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They are more active on job searching websites. This can be the biggest sign that someone is about to quit their job, or they are thinking about it. If they are using LinkedIn and you notice that they are updating their profile, making new connections, and joining new groups could be indicator that they are searching for a new job.
Now just because they are on these job searching websites doesn’t always mean they are planning on quitting. Take into consideration the time of year, is it around the holidays? Are they planning a trip? They might just be looking for an extra source of income.
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They are less concerned about business issues. If you notice that an employee no longer has an interest in attending meeting or any goals that are reached, they might not have an interest in the company anymore. Try getting an understand as to why they are not interested in without asking them directly.
If you ask them directly, they may shrug it off and not answer you. This could potentially lead to them quitting sooner than they had planned.
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They have a lack of interest in career advancement. Many workers are ambitious and excited to further their career with the company. If you offer a promotion to someone and they turn it down, it could be a sign that they are getting ready to leave this job.
This could also be if you have programs in place for employees to take classes or advance their skills. If you notice that an employee has no interest in these opportunities, or they no longer attend the classes might be a sign they are looking for something else.
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They just had a major life event. Our personal lives have a huge impact on our careers. Take a notice of anyone who had something major happen in their lives. This could be a death in the family, relocation, married or divorce, or had a child. These are all things that can greatly impact someone financial situation.
This could mean that they may need a job that works better with their new situation. If you had an employee have a major life event happen, have a talk with them and see if they are okay. You may be able to help them figure out their situation.
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The resignation of a close colleague. IF you notice that two workers are close and one of them resigns, watch their friend for any signs that they will be next. Work friendship can increase happiness and productivity and if one person quits, it will decrease those in the other worker.
How to Prevent Employees From Quitting
Until an employee has officially resigned from their position, there are ways and means of resolving the situation. Certain performance management processes can be utilized to re-engage and motivate the employee. This will certainly be worth the effort, when you consider how difficult it will ultimately be to replace them and to get the replacement fully trained.
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Get feedback. Feedback is a great way to gauge where your employees are and get a sense of if they are happy in their position or not. Instead of waiting for their yearly performance reviews, start having one-on-one meeting, either once a week or on a monthly basis to give feedback to them.
This will help them have a better understanding of what they are doing which can make them more confident in their work. This is also a great time for you to allow them to give you feedback as well. Having open communication with them helps them feel valued and heard by management.
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Offer development opportunities. When employees feel as if they don’t have any career development opportunities, they are going to find a job that they can grow in. Start offering opportunities for the current employees to advance in their career instead of finding out-side hires for the position.
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Reduce work loads. When workers are overworked, it can lead to stress and burnout. This results in being unhappy at work and eventually quitting. Reducing the workload that is given to workers will make them happier and want them to stay at their job. This could be done by hiring new workers, or delegating the work that way everyone has a little bit of a lighter load.
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Offer rewards. Offering rewards to your employees when the meet goals or go above and beyond is a great way to show them that you appreciate their work. This could be as simple as buying the office lunch or giving the worker a gift card to their favorite restaurant.
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Recognize accomplishments. This could be as simple as walking over to their desk and letting them know that they did a good job. Recognizing that your employees have been doing a good job is a great way for them to feel like a valued member of the team.
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Re-motivate them To re-motivate your employees and get them excited about their work again, it is integral that special attention is paid to goal setting. This collaborative process should put the employee in the driving seat. Discuss their skills, strengths, and ambitions and allow the employee to set their own SMART goals.
This will have the benefit of giving the employee a sense of independence, it will give them control over their own career, and it should also be noted we are far more motivated to accomplish goals we set ourselves.
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