5 signs your employee will quit


Retention is important. Organisations invest time and money in recruiting, onboarding and training their employees. So it hurts to lose your top talent, especially if the departure comes as a big surprise. But what if it were possible to know in advance – perhaps even months in advance – that one of your star employees was looking at jumping ship? You might just be able to stop them . . .

Here are five warning signs an employee is going to quit.

Decrease in productivity

Top performers are called ‘top’ for a reason. They consistently perform at a high level and generate quality output. Once their sights are set on other things, however, they are unlikely to invest the same energy and effort as previously. You may well notice a sudden or gradual decline in their productivity.

Disengaged from work . . .

. . .  or their co-workers, managers, customers, the organisation. You can see when an employee, who has been 100% committed and motivated, has lost interest in their role. They may have stopped contributing ideas and opinions in team meetings; they may interact less with others in the workplace or appear offhand with customers. There are plenty of indications that something is amiss.

Disagreements with others

An employee who has psychologically checked out of their role (even though they haven’t physically left it) may openly express their dissatisfaction with co-workers and supervisors. They may also be short on patience. The little annoyances they have chosen to ignore in the past, so as not to rock the boat, are now getting to them.

Time off

It’s a classic: the ever-present employee who now arrives late, leaves early and takes a sprinkling of days off. Of course, you should never assume it means an upcoming departure from the organisation. But it’s a good idea to find out what is behind the change in their behaviour.

Uptick in social media activity

Cue increased activity on LinkedIn (for one). Yes, heaps of professionals are active on socials and have no intention of quitting their jobs. But when a top performer has been paying more attention than usual to their online presence – updating their profile, connecting with other professionals/recruiters/organisations, commenting on posts – you might want to have a quiet word with them.

Of course, these behaviours do not prove an employee’s decision to quit the organisation, especially when taken alone. But there is no doubt they indicate something is going on, whether the reason is personal, interpersonal or professional. An employer who values their people will be aware of negative changes and will take action to understand and address them.

How did you know one of your star employees was going to quit? We’d appreciate your insights.

Retention begins with recruitment! To discuss your needs, contact the Optimal Recruitment team today on info@optimalrecruitment.com.au or 02 8416 4181.