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  • Jessie I.

How to stop your employees from resigning

Updated: May 30

It is essential to be able to recognize the warning signs of a forthcoming resignation in order to anticipate and address potential issues. Look for these behaviors in your employees if you are concerned that one or more members of your team might be considering quitting:

Their output decreases. It's possible that an employee is beginning to disengage from their work and isn't finding it as fulfilling as before if they suddenly take longer than usual to complete the tasks on their regular to-do list or become less dedicated to tackling the challenges of their job.


Their work gets worse. Are some of your coworkers submitting work that falls significantly short of expectations? They might be phoning it in, or they might be having trouble with their workload or task maturity. A strong indication that an employee is no longer enjoying their job is an increase in task delegation or a decrease in attention to detail.


They no longer actively participate and engage. Employees who were previously outspoken and extroverted may be less enthusiastic about working for your company and on your team if they suddenly stop attending meetings or frequently withdraw from group activities.


They frequently miss work out of the blue. Employees who start scheduling more personal appointments during work hours, become more difficult to reach, or suddenly take a lot of unplanned time off may be networking or even interviewing for other jobs. Unfortunately, waiting for this sign is the most risky because they might already be close to making another offer.


empty office space

Treat everyone the same

Regardless of whether you believe any members of your team are considering leaving, you should have a conversation with them all. Don't set the example that you can only get attention if you think they are interviewing you. The same treatment is due to everyone on your team. They might end up being the next. These employees ought to receive the same consideration and the chance to contribute to improving their own and their team's circumstances. Additionally, there is a good chance that the remaining members of the team are not as motivated and productive as they could be during this time. You are not content just because you are staying. As a result, if you address the issues in your workplace, you will likely see an increase in employee engagement and output as well as a decrease in employee turnover.


Do not assume the person who wants to leave is the only one

Everyone else may not be content or happy in the same way that you are. If your employees are leaving, it is a clear indication that there are issues that need to be addressed. Be open to their suggestions and concerns, especially if they relate to your actions. Realize that the situation is dire, even though it may be difficult to hear and implement the solutions. In the end, either change or lose them. Before you talk to your employees, you have to accept this. If you don't, you'll probably find yourself defending everything you hear, making it difficult to effect the necessary change. You won't be ready to stem the tide of employee departures until you accept that change is inevitable.


Find out what bothers them

Most of the time, your employees are considering leaving for more than one reason. The current wave is most likely the result of these issues growing. You should make it a top priority to listen to your employees' concerns and take them seriously. Even though this might make some work take longer, it's better than not having a team member at all. Resist the urge to respond defensively. You can only get feedback from regular one-on-one meetings with your team and act on it if you respect their opinions and realize that the alternative is losing them completely.

Do your best to empathize with their perspective on the world because they may not even trust you enough to really open up about the biggest problems; They probably do not have the same access to information as you do or the same perspective on what's going on in the company and on the team.

Most importantly,taking action on feedback from employees who may leave is the best way to earn their trust. Even though you may not be able to solve all of the issues, even modest, incremental progress can significantly boost employee morale and attitude. In your first meeting, they probably won't tell you about their most pressing issues. Instead, they'll probably give you one or two small things as a test to see if they can trust you and if anything will change. Ensure that you act on everything that comes out of your discussions. At this point, trust is very fragile and must be rebuilt over time by working on what matters most to them.

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