How to Tell if a Key Employee is Planning to Leave
In any business, key employees are the backbone of operations. Their expertise, institutional knowledge, and leadership often make them indispensable. When one of these critical team members decides to leave, it can create a ripple effect, impacting productivity, morale, and even client relationships. Recognising the signs that an employee may be planning to leave can give you the opportunity to address underlying issues and, potentially, prevent their departure. Here are some key indicators to watch for.
1. Changes in Work Performance
A noticeable shift in an employee's work performance can be a red flag. If a previously reliable and high-performing team member starts missing deadlines, producing subpar work, or showing a lack of enthusiasm, it could indicate disengagement. Conversely, some employees may overperform as they seek to leave on a high note or secure a strong reference.
2. Decreased Engagement
Engaged employees actively participate in meetings, contribute ideas, and show genuine interest in team projects. If a key employee starts withdrawing from discussions, avoiding collaborative tasks, or becoming less communicative, it might suggest their focus has shifted elsewhere.
3. Frequent Absences or Time Off
Unexplained absences, increased use of sick days, or an uptick in requests for annual leave could signal that an employee is attending interviews or exploring other opportunities. Keep an eye out for patterns that deviate from their usual behaviour.
4. Changes in Attitude
A change in attitude can be a telling sign. An employee who was once positive and team-oriented may become irritable, distant, or overly critical. This shift in demeanour might reflect dissatisfaction with their role, management, or the organisation as a whole.
5. Updated LinkedIn Profile or Networking Activity
In the digital age, employees often update their LinkedIn profiles or become more active on professional networking platforms when job hunting. Sudden changes, such as adding new skills, updating their profile picture, or increasing their activity, may be worth noting.
6. Reduced Long-Term Commitments
When a key employee avoids discussing future projects, declines training opportunities, or shows disinterest in long-term goals, it could indicate they don't plan to stay with the organisation much longer. A lack of investment in the future often points to impending departure.
7. Increased Focus on Personal Matters
An employee who suddenly prioritises personal matters over work responsibilities might be planning their exit. While everyone has personal obligations, a marked shift in focus can suggest they're mentally preparing to move on.
8. Conversations About Dissatisfaction
Sometimes, employees give direct or indirect hints about their intentions. Comments about dissatisfaction with their role, lack of career progression, or frustrations with workplace culture should not be ignored. These conversations can provide valuable insight into their mindset.
How to Respond
If you suspect a key employee is planning to leave, it’s important to approach the situation carefully. Here are some steps you can take:
Initiate a Conversation: Have an open and honest discussion to understand their concerns and aspirations. Sometimes, showing interest in their development can reignite their commitment to the organisation.
Offer Solutions: Address any issues they raise, whether it’s a lack of growth opportunities, workload challenges, or concerns about company culture.
Create a Succession Plan: Even if the employee decides to leave, having a succession plan in place ensures minimal disruption to the business.
Recognise and Reward: Demonstrate appreciation for their contributions through recognition, rewards, or career development opportunities.
Key employees are vital to your organisation’s success, and losing them can be challenging. By staying vigilant for these signs and addressing concerns proactively, you can foster a supportive environment that encourages retention and keeps your team thriving.