8 Signs Your Top Talent Might Be About to Leave

Losing top talent is one of the biggest challenges an organisation can face. High performers are crucial to the success and culture of any team, so when they start showing signs of dissatisfaction, it’s important to take notice. Here are eight key signs that your top talent might be considering a move and what you can do to address the situation.

1. Less Engaged

When top talent starts to lose their passion for the job, it’s often a red flag that something is amiss. You can see

• They’re less vocal in meetings and contribute fewer ideas than usual.
• Their usual drive and energy seem to have diminished, leading to reduced output.
• They participate less in company activities or social events, indicating a withdrawal from the company culture.

2. Networking More

High performers are always networking, but a sudden increase in external connections can be a warning sign.

• They’re attending more industry events or conferences than usual.
• Their LinkedIn activity spikes, especially in terms of connecting with recruiters or companies.
• They’re having more “coffee meetings” outside of work, which could indicate exploratory conversations.

3. Decline in Work Quality

A drop in the quality of work from a top performer is a clear indicator that their mind might be elsewhere.

• They’re missing deadlines or producing work that lacks their usual level of excellence.
• They’re asking for more help or delegating tasks they normally handle with ease.
• They’re making more mistakes, which is unusual for someone with their track record.

4. Seeking Less Feedback

Top talent usually craves feedback to improve, so a sudden disinterest in it can be telling.

• They stop asking for performance reviews or one-on-one meetings with their manager.
• They seem indifferent to constructive criticism or positive reinforcement.
• They’re less concerned about career development discussions, suggesting they’re mentally checking out.

5. Taking More Time Off

An increase in vacation days or sick leave can sometimes signal that an employee is disengaging.

• They’re taking more personal days, vacation time, or extended lunches.
• They’re scheduling time off during crucial projects or busy periods.
• They’re frequently out of the office for unexplained reasons, possibly for interviews.

6. Reduced Initiative

When a high performer stops taking the lead on projects, it’s worth paying attention.

• They’re no longer volunteering for new projects or challenging tasks.
• They’re sticking strictly to their job description without going above and beyond.
• They’re less proactive in solving problems or driving improvements.

7. Changes in Attitude

A shift in attitude, especially towards the job or management, is often a sign of underlying dissatisfaction.

• They’re more negative or cynical in meetings or informal conversations.
• They’re openly critical of company policies, leadership, or strategic direction.
• They seem disengaged or frustrated, possibly expressing interest in other opportunities.

8. Preparing for a Transition

When an employee starts taking steps that suggest they’re planning an exit, it’s time to act.

• They’re cleaning out their desk or minimizing personal items in their workspace.
• They’re documenting their work more meticulously, possibly preparing for a handover.
• They’re more interested in wrapping up projects rather than starting new ones.

What You Can Do

If you notice any of these signs, it’s crucial to address them proactively. Schedule a one-on-one meeting to discuss their satisfaction and career goals. Offer opportunities for growth, whether through promotions, new challenges, or additional support. The goal is to re-engage your top talent and remind them why they chose to work with your organisation in the first place.

Remember, losing top talent can be costly and disruptive. By staying attuned to these signs and responding quickly, you can often prevent turnover and retain your most valuable employees.

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