As a seasoned leader, you’ve likely experienced the sudden departure of an employee. Often, our focus is so intently fixed on improving underperformers that we neglect to invest equally in our top talent. The resignation of a low performer might not come as a surprise, but the departure of a star employee can leave us blindsided and scrambling.

Understanding the Undercurrents: Why We Miss the Signs

When a valued team member announces their intention to leave, it prompts a flurry of questions and self-reflection. We wonder how we missed the signs of their restlessness, their search for something more fulfilling. In retrospect, the clues were often there – a subtle shift in engagement, a distant attitude. Recognizing these early warnings is crucial in a world where passive recruitment and social media headhunting are rampant.

Six Telltale Signs of an Employee’s Impending Exit

1. Increased Absenteeism: Notice a surge in sick days or carer’s leave? This could be a cover for job interviews or a mental break from an unfulfilling role. Pay attention to new patterns of leave, especially around key team events.
2. Withdrawal from Key Commitments: A once eager employee shying away from new projects or social responsibilities? This could indicate their dwindling commitment to future company endeavours.
3. Vanishing Discretionary Effort: High performers often go the extra mile. If they start clocking out on time or showing a general lack of initiative, it might signal a lost interest in the team’s future.
4. Drop in Productivity: A decline in performance, particularly from your top players, can be a red flag. Are they losing motivation, or is something else pulling them away?
5. Blurring Work and Personal Boundaries: An increased focus on personal calls or social media during work hours can indicate a shift in engagement levels.
6. Halting Professional Development Requests: If your once ambitious employee stops seeking training opportunities, it may suggest they are planning a future elsewhere.

Initiating the Conversation: A Delicate Balance

Despite these warning signs, leaders often hesitate to address the issue, fearing they might hasten the employee’s departure. Here’s how to approach it:

• Assess the Changes: Look at performance metrics and engagement levels. What’s different?
• Reflect on Their Role: Consider how the employee’s current position could evolve to better suit their needs.
• Have an Open Dialogue: Set up a meeting to discuss concerns and potential solutions. Ask the hard questions.

To Fight or Not to Fight for the Employee

It’s essential to recognize that not every employee is worth the struggle to retain. Some may have simply outgrown what your business can offer. Reflect on what the organization can improve and whether it’s feasible to meet the evolving needs of your team.

Final Thoughts

Employee resignations, especially from high performers, can be a jolt to any leader. By staying vigilant to the signs of disengagement and proactively addressing them, you can better navigate these complex waters. Remember, parting ways is sometimes the best course, both for the employee and the company.