Top 3 Indicators That An Employee Will Leave Without Notice

Terminating an employee without notice can come as a shock. However, in retrospect it may turn out that he gave clear signs of his dissatisfaction. That's because the best signs that an employee is reaching their limits can be subtle and fit a pattern that experts call "disengagement."

If you learn to recognize the signs and know how to talk to your employees about the reasons for their disengagement, you can avoid losing them without warning. It can also help them find a better job.

How does disengagement manifest itself?

Lower Productivity
When an employee starts turning in work late, turning in incorrect work, or simply not turning in work, it's often a sign of burnout or stress.

Reduced Contributions in Meetings and Discussions
If an employee who usually makes suggestions and gives feedback remains silent, there may be a workplace stressor or conflict.

More Resistance
When an employee who was once cooperative and willing to contribute starts making excuses, delaying work, or refusing to do tasks altogether, you need to find out why.

Frequent absences or late arrivals
Not showing up on time or not showing up at all can indicate a demoralized employee or an employee experiencing high levels of personal stress.

Other negative behavioral changes
Whenever something changes for the worse, it is advisable to find out the reasons behind it.

The key to assessing the reasons for these behaviors - and minimizing the risk of an employee quitting? Determining that there is a change from the employee's previous behavior.

Of course, these behaviors can also indicate a problem at home or a physical or mental illness. That's why it's important that you talk to the employee about what's going on.

Expressing your concern lets the employee know that you've noticed the problem and want to try to help them - whether it's a personal or professional problem.

Are you worried about an employee quitting?

Before you talk to your employee about your concerns, ask yourself: Has anything changed that might cause a normally good employee to jump ship?

Consider :

• Was the person recently passed over for a promotion or raise?
• Have there been any layoffs recently?
• Are your work colleagues moving to other jobs?
• Is the person working for a new manager?
• Has your company undergone a merger or acquisition?
• Has there been a culture change, perhaps due to new leadership?
• Have you been in the same position for too long and no longer feel challenged?
• Is he or she going through a new personal or health situation?

Yes, it may occasionally happen that an employee is constantly dissatisfied, but in most cases an dissatisfied employee is frustrated, bored, or unhappy. If it's something the manager can address, you may be able to help them get back on track.

But remember, if you don't take the time to address the problem, you may not only face the termination of an employee, but also spend time and money finding, hiring, and training a replacement.

Below are some of the most common reasons employees leave:

1.They don't feel a sense of connection.

Since your employees spend a large part of their lives working, it's only natural that they want to build positive relationships with those around them - colleagues and managers alike. Without meaningful social connections, there is less incentive to stay if another offer comes along or if there is a conflict that they have no support to resolve.

Pay close attention to how you communicate with your employees. Can you assign names to the faces? Do you ask them about their hobbies or interests so you get to know them as individuals and not just employees?

Also pay attention to the interactions between the members of your team. If an employee has weak or negative relationships with their colleagues, they may feel bullied or isolated. Disagreement between employees can affect engagement, trust and commitment.

If your company has transitioned to a virtual environment, it can be more difficult to assess whether someone is feeling connected. But look and listen carefully. How often do people on your team check in when working remotely, and how often do they participate in video and text discussions with each other and the entire group?

What you can do about it

So if you notice that people on your team aren't feeling connected, it's time to encourage employee engagement. Regular, casual conversations with each employee can help you get to know them better and inform you of any challenges they are dealing with.

If there are employees in your group who are having a conflict, it's best to address the issue sooner rather than later. Make sure each person feels heard and understood. Show ways to solve the problem. This way, you can prevent your employees from leaving the company because they feel like there is no alternative.

Again, managing employees in the field requires a little extra effort. First, make sure everyone on your team knows how to use technology to stay connected.

Next, you should ensure that all participants in a meeting have the opportunity to contribute and ask questions, even if they attend a meeting in person. You may need to target participants to ensure they have the opportunity to be heard.

2.They are bored or frustrated (or both).

Employees want to enjoy their work and experience a feeling of fulfillment. They also want to feel connected to the company's overall efforts and may need your help to see the connections and understand the importance of their contribution to the bigger picture.

They also want to know that they can rely on their manager if they encounter an obstacle that prevents them from doing their best work. Nothing makes an employee more dissatisfied with their job than endless frustration. Has this person repeatedly brought the same problem to you?

Boredom and frustration outside of work can also affect how employees feel about their work. When remote work is required due to health issues, a natural disaster, or even just bad winter weather, many of us feel cooped up and overwhelmed balancing work and home life in one location. This can make it challenging to be productive at work.

What you can do about it

Talk to employees who seem bored or frustrated. When you communicate to your employees why their work matters to your company, they will feel less bored and more engaged. Finding out what they want to do at your company or what they want to do for a career can also be a path to resolution.

Do you have ideas that could help grow your business? Do you have goals that can be used in unconventional ways to achieve your company goals?

Based on this information, you can help them create a development plan so they have a clear path to success. On the other hand, if the problem is a mismatch between their skills and their tasks, it may be time to help them find a new position within the company or even support them in finding a new position with another employer .

4.You feel unappreciated.

Beware of taking a good employee (and their contribution) for granted. Feeling undervalued can be a motivating factor for an employee to quit.

Do you recognize your employees' work or give them the useful feedback they need?

On its own, lack of recognition may not be the main reason for an employee to quit, but when combined with other reasons, particularly feeling disconnected from the group, it can be a deciding factor.

What you can do about it

You don't necessarily have to do anything elaborate or expensive to show your employees appreciation for a job well done. A simple “Well done,” lunch with your boss, or a gift certificate to your favorite store can make a big difference.

You could also make a habit of highlighting your hard work in a meeting or in front of your colleagues. Public recognition can go a long way.

If you're not sure what type of reward makes the most sense for your employees, ask them. One person might want their role in a project highlighted in a staff meeting, while another might appreciate a menu for dinner at home. Still another might want a free afternoon.

It's important that employee recognition and positive feedback occurs on an ongoing basis, and not just when someone performs a "heroic" performance - although above-average performance also deserves recognition.

The best way to minimize the risk of an employee quitting is to address their concerns before they consider greener pastures. Instead of reacting to dissatisfaction with hiring new employees, develop a proactive strategy to retain the employees you already have.

Tips by IceHrm: Revolutionizing HR Management for a Smoother, More Productive Workplace.