More than 24 million people left their jobs from April to September this year, according to Bloomberg, leading to what has been dubbed the “Great Resignation.” The pandemic reshaped priorities for some of these workers. Others found better opportunities at new companies. And some decided to leave the workforce altogether.

Losing a quality employee stings in more ways than one. Not only will you miss the employee’s individual contributions, but you’ll also need to invest time and resources to find a replacement. That’s why HR expert, Samantha Clark, recommends looking for indicators that your employees may be about to leave. When you spot these signs, you can take steps to re-engage them.

In this issue of Promotional Consultant Today, we discuss Clark’s thoughts on common employee-resignation signs plus ways to keep them from quitting.

They’re doing the bare minimum. A drop in productivity can sometimes signal that someone is about to resign. If someone on your team usually contributes at a high level and this person seems to be doing enough to just get by, it’s worth investigating. Keep in mind, though, that productivity dips can stem from other issues. For example, the employee may be experiencing difficulty outside the office. Clark suggests talking to the employee and asking them directly about their underperformance.

They’re not focused. If you notice a sales rep not paying attention in meetings, showing up late or leaving early, that individual may be thinking about resigning. Clark says that if a work situation has become especially challenging for them, they will find any excuse to spend the least amount of time at work.

They’re super-active on LinkedIn. Clark notes that jobseekers often update their social media profiles when they are looking for a new job. This is especially true with LinkedIn and any work-related portfolio pages. If you notice your employees are more active than usual on LinkedIn, consider asking them how they feel about their current position.

They’re butting heads with other employees. If a team member seems to constantly be at odds with everyone else or this person has become disrespectful, consider it a warning sign of a resignation letter. Clark says that if someone doesn’t seem to care about their working relationships, they’re probably just waiting for the right opportunity to call it quits.

How To Re-Engage Employees

Employees who decide to leave often have their minds made up. They may have another job offer or they may know it’s time to move on. However, there are a few things you can do to potentially prevent them from resigning. See below for a few tips from Clark:

Start more conversations. If you’re typically hands-off with your team members, they may not trust you enough to come to you with issues. Clark suggests initiating an open-door policy and encouraging your team members to come to you with any questions or suggestions.

Give more feedback. Employees may leave because they don’t feel heard or valued. By making a point to give regular feedback, you can help show your team members the value they create and show your appreciation for everything they do.
Create growth opportunities. Remember that to feel fulfilled in their jobs, employees need to be able to grow, says Clark. Offer workshops, courses and materials that can help your sales reps do their jobs better and learn new skills.

You may not always be able to change the minds of employees who want to leave, but it helps to know some signs that employees are thinking of resigning. With some conversations and potential adjustments, you may be able to create the kind of environment that inspires your employees to stay.

Compiled by Audrey Sellers

Source: Samantha Clark is an HR expert with professional accounting firm, ThePayStubs.