Know When Your Top Performers Are Going to Quit

Every organization has some people who are top performers in the organization and add great value to the organization with their work and behaviour. Your organization too; has such people who often work more than some of your low-performing employees combined. You must identify such employees and make efforts to retain them for a long time. However, some situations arise when you think your top performers have quit the organization all of a sudden. But, according to the top HR consulting firms, the exit of the top performer could not be that sudden and there could have been some red flags that you missed. Here are some warning signs, given by the top HR consultants, that can help you notice that your top performer is about to quit and take appropriate action to retain him/her for a long time.

  • Meaningless work: The foremost sign which tells that your employee is unhappy with the work is that he/she finds the work meaningless, even if it was the same work that the employee enjoyed a lot before. HR consulting agencies opine that such an issue can arise when –
    • You fail to show the bigger picture and help the employees understand their contribution to the organization’s growth.
    • Employee deals with a monotonous job.
    • An employee doesn’t get many opportunities to interact with others.

When the employees don’t understand their contribution and value to the organization, they may get dissatisfied with their work and eventually quit the organization. To prevent such possibilities, talk to the employees periodically and help them understand how their work impacts the organization’s productivity and success and motivate them to work much better.

  • Low engagement: Another indicator that your employee is uninterested in working with you is that he/she shows low levels of engagement at the workplace. This can be identified when the employee doesn’t show any interest in sharing his/her suggestions and observations about the work. To prevent or tackle such situations, you must regularly interact with the employee and get his/her opinion and feedback on the daily tasks and implement further employee engagement strategies for which you may seek aid from HR consulting agencies if required.
  • Work evasion: When your employees are fed up with the work allotted or are stressed out due to personal or professional reasons, they may try to avoid work. Avoidance of work could be related to either small tasks or skipping work altogether. Further, employees who used to be proactive and take up tasks willingly may not show any interest in completing their tasks and volunteering for new tasks or helping co-workers. This could happen when they are overburdened with work for a long time, they feel that their work isn’t being appreciated or when their physical or mental health doesn’t support them to work. The way to tackle this is by conducting regular one-on-ones and letting the employees communicate their issues and identifying ways to rectify them.

Per the HR consultant companies, keeping an eye on such changes in your employees and identifying the signs that your employees are not satisfied with the job, people or situations can help you address the issues promptly and get your employees back on track and improve their productivity for their individual and organization’s benefit.