Warning Signs That Your Top Employees Might Be Quitting - Act Promptly to Prevent Further Loss
In the ever-evolving world of work, retaining top talent has become a critical challenge for many organisations. Recent studies reveal some key insights into what drives employees to quit and how leaders can re-engage and retain them.
One of the primary reasons employees are quitting is limited advancement opportunities. According to a 2021 survey, 63% of employees who left their jobs cited this as their reason. As a result, these employees slow down their drive, stop volunteering for stretch projects, and minimise their efforts towards career advancement.
However, it's not just about promoting employees to higher positions. Recognising and valuing the 'invisible work' such as culture-building, emotional support, and diversity, equity, and inclusion leadership is equally important.
Another significant factor is the shift to remote work. Nearly half of remote workers have expressed that they would resign if forced to return to full-time office work. This trend is likely to increase with return-to-office mandates, as 45% of employees have pointed to a lack of flexibility as a reason for quitting.
Managers play a significant role in employee engagement, accounting for up to 70% of the variance. They may account for disengagement by asking fewer questions in one-on-one meetings, seeming eager to rush off to their next meeting, and pulling back from mentoring, coaching, or culture-building roles.
To counter this, leaders should conduct quarterly 'stay interviews' to ask what's working well and what could improve, encouraging honest feedback. They should also offer stretch assignments to challenge work and fuel engagement and growth.
Moreover, offering varied incentives like performance bonuses, flexible working conditions, and opportunities for professional development can significantly re-engage and retain star employees. Publicly and personally recognising achievements is also crucial.
Wellness programs that promote employee well-being are another important aspect. Given the rise in remote work, it's essential to tailor engagement strategies to ensure remote workers feel valued and connected.
High performers often network actively, interview confidently, and can point to measurable achievements that make them instantly attractive to other employers. However, they might become less visible, work remotely more often, take extra PTO, or withdraw in meetings when planning to quit.
To retain these top performers, it's crucial to clarify promotion pathways by making advancement criteria transparent and attainable. Mentoring or providing a career sponsor can also strengthen commitment and guide long-term growth.
Lastly, meaningful feedback is key to employee engagement. Employees who receive regular, constructive feedback are far more engaged and far less likely to leave their roles. By staying attentive to these factors, leaders can foster a work environment that encourages growth, recognition, and flexibility, thereby reducing 'quiet quitting' and retaining top talent.
