Engaged and competent employees are the most valuable asset of any company. Their satisfaction directly affects productivity, team spirit and costs. High staff turnover causes damage in several ways. It is therefore all the more important to recognise the typical warning signs employees want to quit – and to respond accordingly.
#1 More absences
Sudden increases in sick leave, late arrivals or frequent early departures – if an employee is absent more often than usual, this can be a clear signal. The person may be using the time for job interviews. But private burdens or health issues are also possible. In any case, it’s important to recognise the pattern and initiate a conversation – not confrontational, but empathetic. Ask how they are doing, offer support and enquire about their overall satisfaction. A caring conversation can make a big difference – and strengthen employee retention.
#2 Declining engagement
If someone who used to be motivated, full of ideas and helpful suddenly withdraws and only does the bare minimum, this should raise concern. What’s behind it? Boredom? Frustration? Or is their mind already focused on the next job? A looming burnout cannot be ruled out either. In any case, you should seek a personal discussion – and listen carefully.
#3 More conflicts within the team
If tensions build up or there are inexplicably frequent disputes with colleagues, there may be more behind it than a one-off misunderstanding. Those who have mentally checked out often show it in their behaviour with others. A calm, solution-oriented conversation can help to smooth things over – or reveal the real reasons.
#4 Rising error rate
Carelessness, lack of concentration or frequent mistakes are often signs of internal detachment. Those who are no longer really present – whether due to frustration, feeling overwhelmed or disinterest – are more prone to errors. This can also be a sign that someone is already halfway out the door.
#5 Lack of commitment
Whether it’s holiday planning, company events or external appointments: if someone is no longer willing to commit without giving understandable reasons, it may mean they don’t know themselves how long they’ll stay. This makes joint planning difficult – and often signals an impending departure. At the latest now, you should ask yourself whether and how you want to convince the person to stay.
What to do when you notice warning signs employees want to quit?
First of all: You cannot – and should not – force anyone to stay. If you sense that a separation is inevitable, handle it professionally and respectfully. But if you want to try to retain the person, a conversation is your best chance. Stay objective, avoid accusations, and focus on specific observations. If the conversation doesn’t help, at least use the situation as a learning opportunity – and be sure to conduct an exit interview. This will help you draw the right conclusions for future employee retention and leave a positive final impression on the departing employee.
And if the resignation comes in the end?
Sometimes a departure cannot be avoided, despite your best efforts. In that case, it’s time to look ahead – and approach the replacement process as efficiently as possible. This is exactly where the E-Recruiting solution Refline supports you. Our efficient and intuitive digital recruitment software makes follow-up recruitment noticeably easier: fast, clear and professional.