The major concern for employers is employee turnover because no matter how the world’s economy looks, employee turnover is simply costly and unaffordable for most businesses. According to a survey, the cost associated with turnover which includes separation, loss of productivity, interviewing, training, and onboarding of a single employee is estimated to cost business approximately 40 – 60 percent of that individuals’ annual salary. The replacement costs can be lower for entry-level roles but can significantly be higher for professional, technical, and supervisory positions.
As turnover is costly for businesses, business owners and supervisors should be aware of the signs that an employee is about to quit. Understanding the signs of employees who are about to quit could give a clue for the management team on how to make up their retention strategy.
Surveying around 100 managers, Gardner and Hom found that some of the obvious signs employees who will quit are like skipping meetings, not following up on a project, showing late at work, as well as showing less zest towards their job. This survey was indicated by the questions “Think for a moment of the peers and subordinates who have voluntarily quit your organisation in the last two years. How was their behaviour different in the months prior quitting that might have told you they were on their way out?”
Some other correlated behaviours of employees who will quit are as follows:
Being aware of the signs that someone is about to quit is only the first step. The next step is for business owners and supervisors whether to prevent the star employees from leaving by offering counteroffers and/or by improving the job of the management team for better employee retention.