7 Signs Your Best Employees are Preparing to Leave

I wrote this article back in September 2, 2019 well before the pre- or post-pandemic—and is more relevant now than ever. Unemployment is near a record low and fighting for talent heats up, and if you don’t think your best employees are preparing to leave, you’re kidding yourself.

Employers take heed: I speak to a lot of employees who are both looking for new jobs—and looking to leave their?current employers.?Following are signs that your best are preparing to bolt:

Recently Becomes Secluded:

They have recently become “hard to find” or do not believe it’s necessary to continue to develop relationships with co-workers, for example, taking lunch by themselves or cancelling reoccurring meetings.

Short Notice for Personal Time Off:

When employees start taking half days or full day off out of the blue with very little notice could be a telltale sign that they are interviewing elsewhere.

Completed a Highly Visible Assignment (alone):

Whether they just finished up a great project that led to huge savings, as well as a better process for all, and most times they lead the project or by themselves they are at a high risk of “What’s next”. If you are not ready to promote, outline a new project, or give more responsibility to this person, don’t be surprised by their “two-week notice.”

Life-Changing Events:

Knowing your employees is not enough, but it’s a start. If they are preparing to get married or divorced, had a death in the family that perhaps left them a large sum of money, they just had baby—or knowing their commute is much longer than they would like, they may be looking for more family time or closer commute.

Increased Activity on Social Media:

If they have recently updated their LinkedIn profile, or they have posted their resume on job boards like Indeed, Monster, and Glassdoor, to name a few.

Work Schedule Recently has Changed:

They have recently started working shorter-than-normal hours or taking time for more doctor appointments.

Output Reduced

They have either started to reassign work to others, which they haven’t before or they have simply started to cut back on their work load, and do not volunteer for projects like they once had.

Challenging your employees in positive ways, giving them opportunities to advance, and paying them the allowable range for their position—all while providing a more-positive work culture—can lessen your chances for the above to happen. If you have seen other signs, comment below; and if this article is of value please share.

Finally, if you're losing your top talent and need a way to keep them, contact me. Look for my new book: IGNITE-ENGAGE-RETAIN due out in the summer 2022. To help both business leaders and owners Ignite their workforce; Engage their teams (even in the hybrid model), and above all Retain their talent.

ABOUT THE AUTHOR

George Murray is a Global Operations, Supply Chain Leader—and Army Veteran. He is an |Award-winning Author of HIRED: CUT YOUR CAREER SEARCH TIME IN HALF | George’s Why:?To inspire business owners and professionals to go from where they are today to where they want to be tomorrow and #getbetter.?A keynote speaker, he provides training and workshops on career, job transition, and business transformation.?George is self-described as Tenaciously Optimistic.