Three Ways to Respond When Your Top Employees Want to Quit

Finding top-notch employees is no small task. And once you’ve found great workers that add creativity and positive energy to your team, you’ll want to hold onto them. So to protect these valuable assets, it can help to know the warning signs when an employee is about to leave—and steps you can take to stop this from happening.

How to know when an employee might quit

If you have an unhappy worker on your hands, you may notice the following warning signs:

  • Jealousy toward coworkers. Top performing employees put their all into their work, and expect this effort to pay off. If they are passed over for a promotion, or notice others promoted but not themselves, they may react with jealousy. They may speak to you directly, or you may overhear them talking to coworkers.
  • Interview attire. If an employee is interviewing for other positions, they are likely doing this during work hours. If you notice an employee showing up for work in a suit or in clothes that are dressier than usual, it could be a sign he or she has just come from—or is heading to—an interview.
  • Excessive use of personal time. An employee who is planning to move on may attempt to use up his or her PTO in order to sacrifice as little of it as possible when he or she leaves.
  • Leaving on time. True, there’s no crime in finishing assignments and punching out to get home to one’s personal life. But, very often, top performers will stick around after the end of the workday to go above and beyond. If you notice a worker putting in the bare minimum amount of time, this can be a red flag for unhappiness on the job.
  • Poor attitude. If an employee who was once energetic and full of ideas suddenly seems disengaged, bored or otherwise disinterested, he or she may be biding time until a new position .

How to hold onto your star performers

If you’ve noticed any of the above behaviors, it’s not too late to attempt to change an employee’s mind and get him or her to stay. Here’s what you can do:

  1. Communicate better. Set a meeting with the employee and mention you’ve noticed a change in his or her attitude. Ask what happened that may have caused this attitude shift and what could help improve it. Then make an action list that the two of you can work on and stick to it. Schedule follow-up meetings with the employee on a regular basis to touch base.
  2. Set job goals. The best way to keep a good employee on track and working hard is to have a clear idea of what he or she is working hard towards. Include career development steps in the employee’s action list, and work together on a timeline for how these can be accomplished.
  3. Offer rewards or incentives. If you don’t already, build a reward program for your employees. This could include annual reviews and pay increases, quarterly performance bonuses, profit sharing, or simple incentives such as flexible scheduling, extra time off, or dress-down days.

Know when to move on

Unfortunately, sometimes top performers have simply reached a pivotal point in their careers and may have just decided it’s time to move in another direction. It may have nothing to do with your organization, and may just be part of an employee’s own plan for his or her future. If you’ve taken steps to keep an employee but his or her mind is made up, it’s important to know when to let go.

Are you looking for new staff members?

If you need to supplement your workforce, Snelling Georgia Group can help. We work with employers in the Atlanta area to place qualified candidates with open job opportunities. To learn more, contact Snelling Georgia Group today.

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