how to know when your employee is about to quit.

Frustration (was: threesixtyfive | day 244)

Image by Sybren A. Stüvel via Flickr

Working at and managing a department in a major retail store has it’s lessons.  One of those lessons is keeping an eye out for the folks who might be on the verge of quitting.  While turnover is high in occupations like ‘retail sales’ it doesn’t necessarily have to be.  In fact, I’m convinced that if you watch out for these ‘conversational’ red flags you might head off a potential break down on the sales floor or in the office.

Flag #1 – “No one cares but me”  When you hear someone say this, what they mean is “I feel alone.”  I know this may sound too Freudian but it’s true.  Most of the time a salesperson doesn’t care entirely too much about one specific product or aspect of the job.  What they thrive on is the sense of community that comes from others caring at the same time.  This flag usually shows up in random and unsolicited conversation.

Respond by asking why they feel that way and then just listen.  While this will always be an appropriate response, in this case, most people just want to be heard.  By giving them space to vent, they may realize that the world doesn’t revolve around them or what they are doing.  It’s always good to be reminded that we’re on a team, each person needing the other.

Flag #2 – “I won’t be here forever” This is often said by that high school student bagging groceries.  It’s justified and worthy of saying at this stage.  However, the 26-year-old with a degree should hopefully be saying, “I could see myself here a long time.”  This certainly isn’t the case always.  I’m not advocating that someone stick it out when a truly horrible work environment exists.  What I am saying is that one bad day won’t justify quitting.

Whenever you hear this on the sales floor or by the water cooler, ask the person, “Where do you see yourself in the next few years?”  It’s amazing how much intrinsic insight we have when we verbalize our thoughts.  Stepping stones to another job are not necessarily wrong.  Lagging performance due to frustration is.  Help the person find a niche in the company or help them find another company.

Flag #3 – “I hate my boss” No brainer, right?  Unfortunately, people stick it out in these situations despite having psychotic dreams of violence toward their superiors.  While not every relationship with a manager or leader is going to be peachy keen, it should be professional.  The number one reason most people leave their job positively is for higher pay somewhere else.  The number one reason most people leave their job negatively is because they couldn’t get along with their boss.

This is probably the trickiest red flag to navigate.  While “hating my boss” might not be the exact words, some derivation of it betrays a big problem.  A potential rescue does exist:  If the employee/volunteer is a tremendously talented asset to your organization AND they haven’t shared this with others, try negotiating new terms for work and communication.  Find out where the break down is.

Unfortunately though, if this venom is being spewed by the employee lockers and you’re getting it third hand, it’s time to cut the cord and move on no matter how talented the person is.

Flag #4 – “I don’t care”  This flag is at the opposite end of Flag #1.  When someone is truly invested in a company, an idea or a vision they usually have some form of opinion on almost everything.  Whether that’s what color the walls will be, what product will go up for sale next or who wins the “employee of the month” plaque.  Sure, it’s not normal to have an opinion on literally everything…you just don’t have time for it.  However, when not caring about anything becomes a motif, it’s time for change.

While you can never make someone care about something, you can always show care for someone.  A simple thank you card, some time off or a  new project are all ways to show that you care about someone.  Hopefully, that caring will be contagious.

These flags are just some things to listen out for but the real key is to always have your ear to the ground.  To be a good leader, you have to be a good listener.  The best is yet to come for most people, we just have to know how to look for it.  If you are thinking about quitting, quit well.  It’s not that a good leader doesn’t quit, it’s just that they know how and when to.


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3 thoughts on “how to know when your employee is about to quit.

  1. Also changes in behavior. If they were always punctual then they start showing up late, taking longer lunches, bad attitude or good attitude etc. And of course my favorite the elaborate excuses for simple things.

  2. Pingback: Team Conflict – Adversarial Employee – Part IV « Business about Business

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