Signs Employees Quit

4 Warning Signs That Your Employees Are About To Quit

The last couple of years have been full of ups and downs impacting each one of us differently but definitively. Of course, it has impacted the way we work and employees today have far greater flexibility in deciding their work, its working hours, and are in a better position to negotiate better compensation. So how do you identify signs that employees are about to quit?

A study from HR software company Personio of workers in the UK and Ireland showed 38% of those surveyed planned to quit in the next six months to a year. According to the Department of Labor, in the US alone, April 2021 saw more than four million people quit their jobs.

But employees don’t just quit randomly. It is a process of consideration, applying to some other organization, and then finally after comparison, an attempt to switch professionally. Through this blog, we would talk about subtle hints that a flight risk is going to show so that you can identify them and take corrective action. Remember, you can always retain good employees strategically, and for that let’s start identifying the exit signs.

  • Reduction in Participation: Every day is an exciting day for an enthusiastic employee willing to make a contribution. But the case is not the same for employees who are thinking about leaving the organization. An employee on notice or is about to go on notice will show lesser interest in the meetings, offer only the tasks allotted to them, and make no extra efforts. Doing the bare minimum becomes the new normal for them.  If you notice such signs, reach out to them empathetically and ask them if they are facing any issues, personal or professional. Communication is the key here and Berry, a deep learning employee voice platform can help you stay ahead in conversations. Its AI-based anonymous conversations enable HR to talk to the employee. Most importantly, it also eliminates the unconscious bias that might creep into conversations. Book a demo now and see it yourself.
  • Increased Absenteeism: If your employee is suddenly taking more half-day and full-day offs than they used to before, it might be another sign that they are applying elsewhere and thinking of quitting. You’ll see repeat requests for dental work, sick leaves, or unannounced leaves in a time span of one or two months. This is a red flag and should be reviewed with the employee regardless of their intention to quit or not.
  • Less Interest in Long-Term Projects: Long-term projects require commitments for a long period of time as many other resources are dependent on each other. If an employee starts to think that they do not have any future in the organization, they often start to avoid any project that might be complicated and time-consuming so that they can leave much easier. Such changes in the input quality of the employee if observed must be dealt with in conversations. Listening always helps.
  • Your LinkedIn Speaks A Lot: Your LinkedIn speaks volumes about what you are doing and how excited you are in your current job. Employees showing signs of quitting are often seen commenting on job posts. Social media is one of the best places to land your dream job and with good connections on Linkedin, your chances of hire increase tremendously. 

These were a few signs that employees show when they intend to leave the organization. The next question is why do they leave the organizations and how can we prevent it? 

As said countless times before, it all starts with active listening. Your workforce keeps your organization running if you do not listen to their issues, pay heed to their suggestions, invalidate their opinions, and do not provide room for discussion and feedback resolution, things begin to turn sour faster than you think. Its a very competitive world and there are companies out there who would gladly take your talent. A good employee experience prevents that from happening.

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.