Knowing how to identify warning signs that an employee might be leaving strengthens retention rates. Understanding which data to track can help resolve the underlying issues and encourage employees to remain.
Proactively recognizing an employee’s departure lets you prepare for their replacement. Having the role filled with a qualified professional supports productivity, collaboration, and employee morale.
Learn how to identify warning signs that an employee might be leaving.
Common Signs That an Employee Might Be Leaving
Typical signs that an employee is likely to leave include:
- Missing days of work
- Showing up late for work
- Decreasing productivity
- Lack of attention during meetings
- Not responding to the manager
- Unwillingness to accept long-term plans and deadlines
- Expressing job dissatisfaction
Typical Reasons Why an Employee Might Be Leaving
An employee commonly leaves for any of these reasons:
- Income
- Time since last pay increase
- Duration since the last promotion
- Time in current role
- Company tenure
- Commute time and distance
Tracking Data Points for an Employee Who Might Be Leaving
Mapping specific data points for an employee who might leave can uncover patterns that are common among employee departures. Therefore, using these patterns helps determine whether to encourage an employee to remain or to begin hiring their replacement.
Employee tenure
Employees with long tenure might leave because they feel there is no room for advancement. Or, employees with short tenure could leave because your onboarding process needs improvement. Understanding this data helps resolve the underlying issues for stronger retention.
Commute time
If employees with longer commutes are likely to leave, you might offer remote or hybrid work arrangements. Then, you can track and analyze the data to determine the effectiveness of the solution.
Data Points to Track for an Employee Who Might Be Leaving
Use human resources and payroll software and analytics to track workforce information that identifies warning signs that an employee might be leaving. These tools might include a turnover probability model that shows the common reasons why your employees leave and how your company compares to industry averages.
Exit Interviews
Conduct exit interviews to gain insight into why an employee is leaving. Uncover the underlying issues and provide constructive feedback for improvement. Then, develop and implement effective solutions.
For instance, if employees often leave after being in a role long-term, you might ask whether they are happy with the role or looking for career growth. Then, you could discuss other organizational opportunities that fit the employee’s goals, skills, and interests.
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