Signs an Employee is About to Quit

Michelle Wilson - October 15, 2023

Employee turnover is increasing at a growing rate. For context, online data shows that 4.4 million people quit their jobs in the first month of 2022. Unfortunately, as this rate continues to increase, companies face a significant financial and emotional burden that you might not be able to avoid, even if you conduct a thorough background check before the hire.

Fortunately, early indicators often signal an impending employee departure, such as less productivity, reluctance to commit to a long-term timeline and a negative attitude.

A Decrease In Work Productivity

A noticeable decrease in work productivity can be a significant red flag, indicating that employees may seriously contemplate leaving their current job. When you observe an employee’s output consistently falling below their established standards, it often indicates deeper issues.

This decline in productivity might manifest in various ways, such as missed deadlines, reduced quality of work, or an apparent disinterest in tasks they previously tackled with enthusiasm. In some cases, you may even notice them actively avoiding specific responsibilities. All of these behaviors can signal a lack of motivation or engagement with their current role, and it may be the initial step in a mental process where they start exploring other career options. On the contrary, if this is the only sign you pick out from this list, remember a decline in productivity may also be a mismatch between an employee’s skills and interests and their current role.

Consistently Leaving Work Early

When an employee begins consistently leaving work earlier than their established schedule, it can signify their diminishing engagement and commitment to their job. This departure from their typical work hours might not merely be a matter of occasional personal obligations but can indicate a deeper sense of disconnection from the workplace.

Frequent early departures may manifest as an effort to create physical separation from the office environment or as an outward expression of their desire to reduce their time spent on the job. This behavior could indirectly signal their dissatisfaction or a longing for a change in their work situation.

Expressions of Dissatisfaction

Consistently voicing dissatisfaction with one’s current job can be a potent signal of discontentment in one’s current role, often hinting at a deeper exploration of alternative career options or even contemplating leaving in pursuit of a more fulfilling position elsewhere. The sad reality is that employers are likely to encounter dissatisfaction, as online data from The Conference Board reveals that only 51% of employees feel satisfied with their work, the lowest in over two decades.

If there is one sign you want to catch early, this one. Consistent expressions of an employee’s dissatisfaction, whether through verbal complaints, negative feedback, or visible signs of frustration, impact their well-being and can have ripple effects throughout the workplace.

Being Less of a Team Player

Observing an employee acting less like a team player than usual can be a noteworthy sign of their increasing disconnection from their workplace. For example, employees may take a step like this if they begin the mental process of distancing themselves from their colleagues to prepare for an upcoming departure.

Some key signs you might choose to watch for are less participation, such as a withdrawal from group discussions or less active contributions in meetings, and a lack of initiative, such as your employee taking on fewer leadership roles and/or additional tasks or sending fewer messages going back and forth between the employee and their colleagues.

Negative Comments Toward a Supervisor

As the age-old saying goes, employees don’t quit their jobs; they quit their boss. Therefore, another sign you might want to keep an eye out for is the frequent expressions of dissatisfaction towards a supervisor. Experts suggest negative comments often equate to the erosion of workplace relationships and greatly influence an employee’s choice to leave their current job. Such negative comments often reflect an underlying issue in the working dynamics, making it vital to address the root causes proactively. Employees who consistently voice concerns about their supervisors may yearn for a more supportive and constructive work environment that fosters mutual respect and effective collaboration.

According to a survey conducted by Employee Benefit News, nearly 65% of employees who reported having issues with their immediate supervisors contemplated leaving their jobs.

Less Interest In Working With End Customers

Showing less interest in working with customers can indicate a declining commitment to the organization’s success. A reduced focus on customer interactions may imply that the employee does not care to contribute to the company’s growth, possibly due to their intent to leave. A recent workplace engagement survey shared data that organizations where employees demonstrated a reduced interest in customer interactions were 45% more likely to experience high turnover rates.

Someone Consistently Does The Minimum Amount of Work

When an employee consistently does the minimum amount of work, it sends a concerning message about their level of commitment and enthusiasm for their role. This deviation from their usual performance standards can serve as a conspicuous sign that they are considering disengaging from their current position, and it may well be a precursor to a resignation.

Again, in many cases, addressing an employee’s minimal effort can help to prevent further disengagement and potential turnover. It is an opportunity for constructive dialogue to understand the root causes of their disinterest, provide support, and explore ways to reignite their passion for their role.

Less Interest in Pleasing A Manager

Reduced interest in pleasing their manager can be a sign of impending departure. Employees planning to leave may feel less obligated to meet their manager’s expectations or seek their approval as they contemplate their exit.

Increased Reluctance to Commit to Long-Term Timelines

When an employee shows an increased reluctance to commit to long-term timelines, it sends a clear signal of their waning interest in a future within the organization. This behavioral change often indicates that they are actively exploring alternative opportunities and are hesitant to make commitments that extend beyond the horizon of their potential departure.

Some common behaviors you might see are avoiding long-term projects, deferring career development conversations and limited involvement in strategic planning.

Less Motivation

Demonstrating less effort and work motivation than usual can strongly indicate someone’s intent to quit. A decline in motivation may lead to reduced productivity and task engagement, making it clear that employees no longer have the same investment in their current role.

Building a Better Working Environment

Recognizing the common indicators of forthcoming resignations allows you to pinpoint potential team issues and actively seek appropriate solutions. Furthermore, when losing a team member, it’s crucial to extract valuable insights from the experience and adjust your retention strategy accordingly.