Replacing an employee is a costly venture, as businesses can spend up to two times that employee’s salary to fill their vacancy. It takes time, recruiting efforts, and training to find and bring the new hire up to speed. Lost productivity and work errors also contribute to the high cost.
The reasons why employees look for new jobs are multitudinous. Some problems employers can address, such as a caustic department manager. Others are harder to resolve, such as major life changes the company can’t easily accommodate. For example, an employee may need a position that pays significantly more money or allows them to work 100% remotely to care for children or sick family members.
The following are several signs that an employee is about to quit:
- Loss of focus or interest in long-term projects and goals. Employees who are about to quit may become reluctant to sign on to a long-term project. They may worry that they can’t complete a project before they leave and don’t want to leave their colleagues in a bind. They’re also much less likely to care about meeting annual goals, as they will likely be gone before they can reap the benefits of their hard work.
- Poor quality of work. It may be a sign of an imminent departure if a formerly productive employee suddenly shifts to performing at a substandard level. For example, punctual employees may begin to miss several deadlines. They may also turn in work that is well below their usual standard.
- A sudden interest in professional development. Employees that regularly attend conferences and workshops aren’t a cause for concern as they’ve established a pattern of interest. However, it can be a red flag if an employee has a sudden and prolific interest in attending these professional development seminars. They may be trying to bolster or expand their skill set for a more appealing resume. They might also be using these opportunities to network.
- Sudden attendance changes. Changes in attendance can signal numerous problems. For example, an employee who consistently arrives late and takes long lunches may be struggling with burnout or difficulties with their manager. However, an employee that leaves early from work more often can indicate they’re interviewing for a new position. Abrupt absenteeism is always a red flag. Employees that suddenly start using up their sick leave and vacation days may feel overworked and underappreciated. They may also want to use their paid leave in lieu of working at a job they’re no longer invested in and intend to leave soon.
Employees have many tells that they’re thinking about quitting their job. Companies that identify the warning signs can take proactive steps to mitigate any problems that are within their control. For example, if employee absences are rising within a specific department, employers can investigate the leadership environment. Contact Actec to learn how our absence reporting app can help you implement data-driven changes that retain employees.
The term quiet quitting dates back to 2009, but it didn’t take off as an actionable concept until 2022. Quiet quitting has become ubiquitous in the workplace, as Gallup reports at least half of the U.S. workforce are quiet quitters. The term is a misnomer, however, as these employees have no intention of leaving their job. Instead, quiet quitting means performing the job as written and maintaining that firm boundary. As a result, employees are doing what their job description stipulates—no more, no less, and certainly no overtime.
Retaining employees is often a top priority for HR managers. Companies spend a considerable amount of money on recruiting the best talent to fill their vacancies, but it comes with a hefty price tag. Refilling positions is even more expensive, as it can cost up to one-third of the employee’s salary to replace them. Businesses can influence employee retention rates by understanding the following:
Working from home became an unavoidable reality during the pandemic. Many businesses have cautiously resumed in-person operations, but numerous continue to offer the option to work from home for part of the workweek. Some companies are 100% remote by choice, either due to a distributed workforce or the nature of their services.
All forms of motivation fall into two categories: intrinsic and extrinsic motivation. Intrinsic motivation comes from within. It fuels employees that strive to complete tasks that make them feel good about their work. Employees gain an internal reward without expecting praise when they’re driven by intrinsic motivation. Extrinsic motivation comes from external sources, either in the form of a reward or avoiding punishment. Examples of extrinsic motivation include employees who go above and beyond to achieve a bonus and employees that come to work on time to avoid disciplinary action.
Unauthorized absences are a multifaceted problem for employers. Employee absences are expensive, as salaried employees continue to draw a paycheck even if they don’t work. The company may have to pay other employees overtime if they must work longer to cover the work the absent employee didn’t complete. Productivity diminishes along with workplace morale as they shoulder the burden of an additional workload. Work quality is also likely to suffer as team members attempt to shift between multiple projects.
The pandemic forced many companies to shift to an all-remote staff, but many are returning to the office as the omicron surge wanes. Flexibility and the option to telework are here to stay, and employees are likely to divide their time between the office and at home. However, employees have grown used to their home offices. The layout is to their liking, snacks are readily available, and their productivity is impressive. If their workspace at the office falls short by comparison, they aren’t going to want to be there. It’s also likely to tank their engagement and hinder their work output.
Mental health difficulties aren’t personal problems that employees can deal with off the clock. Stress, anxiety, depression, and other mental health issues have far-reaching effects. Workplace stress compounds these issues, which can lead to burnout, poor productivity, and absenteeism. Here are some of the benefits companies reap when they support employees’ mental and emotional wellbeing:
COVID forced many businesses to transition their workforce from the office to a remote setting. Employees and employers alike had to adjust to and overcome the challenges of working virtually. With more of the country receiving the vaccine, company leadership needs to consider the difficulties of shifting their employees back to a physical office.