After a star employee leaves, company leaders often say, “I knew something was off.” The signs of an employee ready to abandon ship are clear, if you know how to recognize them.
Signs of an Employee Getting Ready to Exit
The biggest giveaway before the official resignation is a change in attitude and behavior. The formerly engaged employee becomes isolated and secretive.
A disengaged employee typically behaves in ways that are counter to the company culture. They may gossip, complain and lie. Disengaged employees no longer care about their work or the company. They lack the enthusiasm and initiative they once had. They don’t ask questions or seem interested in the company’s future or their growth with your company.
What if your company can’t seem to keep any quality employees? Unusually high turnover rates may indicate a problem beyond a few disengaged employees. That’s why management should be aware of patterns in employee attrition, as well as the reasons employees give for leaving during exit interviews.
Why Employee Engagement Matters
Why should management keep an eye out for disengaged employees? Because disengaged employees and high turnover rates affect the bottom line.
Leadership has several critical reasons to buy into higher employee engagement:
- Higher profitability
- Higher productivity
- Lower turnover
- Higher customer metrics
How to Boost Employee Engagement
Now that you know the signs of a soon-to-be-ex employee, as well as the excessive costs of employee disengagement, what can you do to turn it around?
The good news–when it comes to an engaged workforce, leadership is the primary influencer. It all starts with relationships.
Show not tell: The Ivey Business Journal recommends leaders focus on showing employees they are valued, rather than just saying it. Feeling valued and connected to an employer is much more likely to lead to a loyal, engaged employee than random perks.
Be a role model: If you expect your employees to act a certain way, act that way yourself. Employees are much more likely to view behaviors as part of the company culture, if leaders demonstrate those behaviors.
Be accessible and open: Saying you have an “open-door policy” may not be enough. If employees don’t feel comfortable bringing their concerns to management, they’re unlikely to be loyal to your company long term.
Do employees ever see leaders in the office engaging in everyday activities? Part of being accessible means being there with your employees, as well as providing venues for feedback.
Does management keep employees in the dark about key decisions and events that affect their future? Employees are unlikely to feel valued by an organization that hides vital information.
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