In modern workplaces, understanding potential employee turnover is crucial. Last week’s blog and newsletter addressed "Spilling the Tea on Three Employee Retention Challenges."
Let’s pivot focus towards reviewing three early signs of turnover - or, Three Tell-Tale Sassy Signs Your Employees Are About to Bolt.
What is the issue?
Turnover is the rate at which employees leave an organization - either voluntarily or involuntarily over a specific time. Turnover impacts an organization's morale and bottom line. Early signs of discontent can be a “game-changer” to mitigate potential exits. What are signs your employees are about to bolt? I address three below.
Reduction in overall engagement.
Is your employee quiet quitting or savagely resigning? When an employee who is typically active and vocal in meetings suddenly becomes a wallflower, this may be a red flag. This behavior could quickly manifest into a decline in work output on projects that were typically approached with enthusiasm.
Increase in absenteeism and lateness.
Punctuality habits may be a sign of an underlying morale issue. Is there a pattern where an employee is coming in late or leaving early; there could be a bigger issue at play.
Voicing dissatisfaction more frequently.
Constructive feedback is healthy. Negativity is not. An employee feeling the need to frequently voice concerns or express discontent is possibly inching closer to the decision to leave.
How to mitigate potential turnover issues
Engage in Coaching Sessions
One-on-one sessions are pivotal. Take time to nurture and understand the relationships with your employees.
Foster Open Communication
Regular and transparent communication with employees about their progress, the company's direction, and any changes builds trust.
Promote a Safe Environment
Creating a culture where employees feel comfortable expressing their opinions, fears, and suggestions without the fear of retribution is pivotal.
Last thoughts.
Understanding employee turnover involves a straightforward calculation:
Turnover = (Employees who left during a specific period ÷ Average number of employees during that period) x 100.
However, comparing this figure against industry trends can offer valuable context.
Recognizing and addressing the signs early can significantly impact keeping your workforce engaged and motivated. As we look forward to next week's discussion on enhancing employee retention strategies, remember that prevention is always better than cure. Spotting these indicators can be your best bet in fostering a loyal and satisfied team.
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