Are your team thinking of leaving?

I think one of my team is considering leaving!

If you are worried about this, I feel for you. 

There isn’t any way to sugar-coat this, but the success of your business is predicated on the people who work for you. 

So, when you feel that your best team members could be looking to go elsewhere, it can leave you feeling anxious and disappointed.

Unlike a corporate business, losing a colleague in a smaller company can hit you harder. 

Moreover, you don’t have extra pairs of hands to cover their job while looking for someone new.

One of your most significant responsibilities as a small business owner is to keep hold of your people. Replacing team members costs a great deal and takes time.

But, a better understanding of why employees tend to leave businesses and how they behave when looking to go will help you handle the situation the best way you can.

 SO, WHAT IS THE WHY?

I read one research study that said these are the top five reasons employees leave their jobs:

• To develop their careers
• To get a better work-life balance
• To escape a bad manager
• To reap better benefits
• To enable a relocation.

 The good thing is that four out of the five items on the list can be addressed.

 Life events can also prompt a person to rethink their circumstances. 

HERE ARE SIGNS TO LOOK OUT FOR

More time off

If your team member is looking at opportunities elsewhere, they will need to take time off to answer calls from prospective employers and go to interviews.

Therefore, a member of staff who’s usually punctual, accessible, and always at work – who suddenly starts to ring in sick or has excuses for being late or leaving early – could be job hunting.

Okay, there might be other reasons for these absences. 

A change in how they are at work

How does your team member tend to ‘be’ at work? 

In other words, what’s their ‘normal’ attitude, behaviour, work ethic, and output?

We all have bad days, don’t we? 

If you see sustained changes in how they act at work, it may be a sign that they have become disengaged and are looking for opportunities elsewhere.

 Alarm bells should be ringing if they are:

• Less accessible
• Doing less work
• Working fewer hours
• Not being as proactive as usual
• Coming across negatively
• Being quieter than usual.

As a responsible employer, you are right to notice these changes while being mindful that other things could also be happening.

An unusual interest in employment terms

Besides HR people like me, nobody is interested in employment contract stuff. 

But, when a person is on the cusp of handing in their resignation, practical and financial things will be on their mind. 

For example, what notice period they will need to give, what happens to holidays they are owed; and if they will still be eligible for an annual bonus payment.

They might start subtly asking around if they can’t find the answers to these questions. 

These types of enquiries could mean your employee is going to leave you.

More posting, liking, sharing, commenting, tweeting

Be mindful there is always a correlation between a spike in LinkedIn activity and an imminent resignation.

LinkedIn reckon that 56% of job seekers seek new opportunities on professional social networks.

So, unlike other social media channels – an increase in activity on this site could suggest your team member is looking for new opportunities.

ASK YOURSELF THESE TWO QUESTIONS

If you suspect your team member might be considering leaving, ask yourself if there’s been a trigger. 

You won’t know for sure until you speak to them, but it helps to pre-empt the conversation, shape your response, and put yourself in their shoes.

Question 1 - what work triggers might there have been? For example:

Too much work, too many hours

A dispute of some sort

Changes in your business (people, processes, policies, systems).

 Question 2 - what home triggers might there have been? For example: 

• A major life-event
• A physical or mental illness
• A change in family circumstances

 WHAT YOU SHOULD DO

Do not panic. 

If you think they have given you enough ‘signs’ now to suggest they could be leaving – it’s time to chat honestly with them. 

Beforehand, jot down what’s led you to have concerns.

Arrange time to talk with your team member – or use an existing 1:2:1 session – as long as it’s not too far away. After all, time is of the essence. 

So what do you need to say?

“You don’t seem your normal self at the moment; I’d just like to check in with you and ensure everything’s okay.”

Provide some evidence to back up your worries – acknowledging any work or home triggers you might be aware of.

Ask some friendly, open questions that allow your team member to tell you what’s going on while you listen carefully to what they’re saying.

If they don’t give you any reason to suspect they’re leaving – use it as an opportunity to find out if there’s anything more you can do for them – to improve their life at work.

If they tell you they’re leaving – swallow your pride and show you’re disappointed.

Ask why, and find out if you can do anything to convince them to stay.

But do not make any decisions there and then.

Explain that you need time to digest the news and agree on when to speak again.

In the meantime, you’ll need to carefully consider what they’ve told you and what you could do to stop them from going.

TAKE PROACTIVE STEPS

There are ways to help discourage your team member from leaving too! Aside from creating a job and environment they enjoy, you should introduce employee retention strategies.

IN SUMMARY

• Its stressful when you suspect a star team member will leave you.
• Knowing why people leave their jobs is valuable for any boss because it can be avoided often. 
• Look out for the key signs. But remember, these aren’t a guarantee that your employee is on the cusp of handing in their notice. 
• Being aware of any work or home triggers is good knowledge to have in your armoury for when you come to chat. 
• Sit down together and figure out what’s going on – but do a bit of prep in advance. 
• Follow a structure during your 1-2-1 and find out what you can do to either help retain your employee or make them happier at work. 
• Consider whether you want to give aware company shares or bonuses to get a long-term commitment.

If you want more support in terms of developing a formalised retention strategy, DM me.