Nearly every manager would like to know in advance if their employees are looking for another job – yet very few “key in” to the telltale signs an employee is planning to walk. Here are four major red flags that you’ll soon be replacing a staff member, and what you can do to stay proactive in the face of change.

Change is Coming: Four Signs Your Staff Are Looking for New Jobs

These “red flags” often serve as strong indicators that an employee has one foot out the door:

  1. They’re taking more time off than usual. When an employee’ attendance habits change, it means something in the employee’s life has changed. Taking more time off than usual may be an attempt to get away from a job they now dislike, to spend time interviewing with other companies, or to use up their paid time off before they quit.
  2. Lunch keeps getting longer. Related to taking additional time off, unusually extended lunch breaks may mean an employee is checking job boards, updating LinkedIn or even scheduling interviews over the lunch hour.
  3. Their productivity has taken a dive. It’s tough to be productive when you have something else on your mind – like finding a new job. A sudden lack of “care” in the employee’s work may indicate a much deeper issue at play.
  4. Their wardrobe choices change. This subtle difference is easy to miss, but it could suggest one of two things. If the employee’s grooming has become careless, they may have lost interest in their work; if it’s become impeccable, they may be interviewing.

Be Prepared: What to Do When Staff Seem Ready to Walk

What should you do when you see red flags on the horizon? Consider these tips:

  1. Talk to the employee. Avoid a confrontational approach in favor of an information-seeking one: “I’ve noticed ____ changes in your behavior over the past few weeks, and I’m concerned. What’s going on and how can I help?” If you catch them early, many problems can be addressed without the employee leaving the company.
  2. Talk to your staff. Often, talking to the entire team can help you uncover and address problems a single team member may be hesitant to raise. Doing this in a spirit of problem-solving can have benefits for the entire team.
  3. Talk to your recruiter. Keep your recruiter in the loop about your concerns. Your staffing partner can often make specific recommendations and stay alert for candidates who can fill the role if needed.

At SMR Group Ltd, our recruiters work with companies in the medical device, biotech and pharmaceutical industries to connect them with the marketing and sales talent they need to reach their goals. Contact us today to learn more.

Leave a Reply

Your email address will not be published. Required fields are marked *