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Identifying The ‘I Quit’ Signals

Quit Job

Just came out of a dramatic exit interview?

Well, then your company just increased its turnover rate by a few digits. According to US Bureau of Labor Statistic about 3 million of people quit their job each month.

Downsides Of A High Employee Turnover

  • Hiring new people can be expensive. Induction and training requires considerable amount of budget.
  • Time is wasted in conducting exit interviews, recruitment, and training.
  • Team dynamics is disturbed, as a new person sets the team back on the initial stages of relationship building.
  • Productivity is hampered, as the new employee will take time to adjust before working at full potential.
  • A company that has a high turnover can’t manage a proper continuity plan, as people don’t stick around long enough. Companies can’t train leaders for tomorrow.

You can become more aware with the signals that should determine an about to quit employee.

Commitment Issues

When an employee starts avoiding long-term projects, you should understand that he/she might be afraid to stay with the company in the long run.

LinkedIn Activity

If an employee is planning to leave, he will be active on LinkedIn. Red flags should be raised, if an employee is actively connecting with new companies or searching for new job opening.

Keep in mind an increase in LinkedIn profile does not necessarily means an employee is leaving. They might be building up their social presence.

Inactive During Meeting

When an employee stops actively participating in discussions, this shows their disinterest in the job.

Lack of contribution can be for a number of reasons; nonetheless you should show concern, and inquire about it.

Increase In Absenteeism

A disengaged employee will avail sick leaves frequently. If a regular employee suddenly starts skipping office for personal time, then this should put you in concern. An employee might be maxing out their benefits before switching jobs.

Passing Advancement Opportunities

If an employee fails to participate in trainings or job advancement projects, he may be low on motivation.

Employees who have been passed over for a promotion may feel frustrated, and underperform. They might actively search for a new job if they feel unappreciated.

Peer Pressure

Not all employees can be good at conflict management. 28% of workplace stress is contributed to people-issues alone. This is why conflicts can be a contributing factor to a high turnover.

If co-workers or friends start to jump ship, many others will follow their lead.

Employee Complains

An unsatisfied employee might question management decisions; the frustration he or she feels may be contagious. The constant negativity and inability to identify solutions may hamper team productivity. There are some who may have genuine concerns that can be addressed by management. Then there are other matters that stem from jealousy and incompetence. These individuals are disrupters. Over time, working with them becomes challenging; they may eventually quit.

What Can You Do

Do these signs sound familiar? Seek immediate help from DFRI. We provide complete HR solutions that can help resolve conflict, enhance motivation and decrease turnover.

Sign up for one of our packages. Until then, you can make a few of these changes to cater to the high turnover rate.

  • Focus on the recruitment process. Conduct behavioral based interviews to get the right fit for your company.
  • Offer attractive perks and benefits along with the salary.
  • Be appreciative of your employees. Value them and celebrate their achievements.
  • Involve employees in the decision-making process.
  • Effectively communicate goals and responsibilities, and leave no room for confusion.
  • Encourage employees to refer friends for work.

Rotate jobs and role, to keep work new and exciting.