Signs an Employee is About to Quit: Warning Signs and Retention Strategies

The wave of layoffs and recession fears might lead you to believe employees are clinging tightly to their jobs. But here's the paradox: when feeling vulnerable, people are more likely to seek new opportunities.

In fact, one in two US employees are open to leaving their current job. And with 56% of these job seekers looking for greater stability and security in their next position, it's clear that insecurity fuels employee turnover rather than pressuring them to stay.

The thing is, looking to quit doesn’t always result in quitting.

According to a recent survey by Aerotek, 70% of job seekers find it more difficult to find a new job compared to their last time searching. The unstable market situation means finding the right job opportunities isn't always easy. This results in workers who to want to leave, are often unable to do so, and feel demotivated in their current roles.

Even if you aren't experiencing high employee turnover, it doesn't mean your workforce isn't restless. And for most companies, the clock is ticking; demotivated teams are simply biding their time.

Sounds scary, right? Don’t lose heart.  By understanding the risks, you can start proactively looking for the warning signs and develop retention strategies to revitalize and re-engage your people. Here’s how.

9 signs your employee wants to quit

People don’t decide to quit overnight. Typically, dissatisfaction builds up for months before someone even thinks about updating their resume. And even then, landing that dream offer can take a while.

That's why you need to be proactive and watch out for the early warning signs an employee might be thinking of leaving.  Spotting the red flags sooner rather than later means you can adequately address them and, hopefully, prevent a valuable team member from walking out the door.

Warning: Don’t go overboard with seeking out red flags in your team. More often than not, a sick leave is just a sick leave. Focusing on building a strong employee retention strategy is far more effective; it’s a much better idea to address the   underlying reasons  rather than obsessing over  who did and didn’t show up for your happy hour.

1. Decreased engagement with team members

A once-chatty team player starts isolating themselves. They're not checking in as much, skipping team lunches, and seem less invested in collaborations.

Sounds like one of your employees? It might be a temporary rough patch, but it could also be a sign their heart's no longer in the work.

2. Increased use of sick days or vacation time

Sick leaves, vacation days, and so on in a circle... suddenly, the days off start piling up. While absences can be legitimate, a sudden increase could mean your employee is using up their time off before giving notice.

At first, a soon-to-be departing employee might not even consciously plan their exit. A growing sense of detachment can cause them to crave more time away from work before they realize they need a change.

3. Changes in work hours or lack of interest

Have they started to slip away early, take extended lunches, or block time slots in their calendar in the middle of the day? They could be using this time to have job interviews or even take a side hustle to evaluate their opportunities before making their final move.

A sudden decline in enthusiasm could indicate quiet quitting. This relatively new term describes disengaged employees who put in the bare minimum effort. While not actively seeking new jobs, quiet quitters are doing just enough to avoid being fired. Sooner or later, they’ll find something that sparks their interest, most likely at a different company.

4. Missing deadlines or falling behind on projects

Why invest this much energy in a role where they don't see a future? Loss of motivation is often a telltale sign that their mind is elsewhere, possibly already focused on their next opportunity.

Evelina Milenova of Opinion Stage says, “A typical early sign that someone is considering a job switch is a drop in performance. With top performers, that might mean they're now average. There are rarely employees who can keep their motivation to perform, let alone overdeliver, when planning to leave.”

5. Open communication about dissatisfaction with work, company, or colleagues

If you're fortunate, you may spot employee disengagement directly through increased complaints or critique. Look for signs in company meetings, one-on-one conversations, or through their team leader's feedback.

Everyone has the occasional gripe about their job. But if a usually content employee suddenly starts consistently expressing frustration with their workload, the company's direction, or their colleagues, pay attention.

6. Signs of burnout or mental health struggles

42% of Gen Z employees in the US are willing to switch jobs because of burnout and lack of work-life balance. And it's not just Gen Z –  Millennials are re-evaluating the ‘rat race’, realizing that exhausting themselves often doesn't come with the expected rewards. (Or that those rewards simply aren’t worth it.)

While being one of the major drivers of quitting, burnout is also one of the biggest indicators. Keep an eye out for increasing irritability, cynicism, uncharacteristic negativity, or a general decline in an employee’s usual attitude. Whether it leads to a desire to quit or not can hinge on how you address the situation.

7. Less interest in long-term projects or career advancement discussions

Reliable employees genuinely care about doing good work and not letting their team down. If you’re lucky to have those on your team, it’s easy to tell they’ve started looking in a different direction. When they suddenly balk at projects stretching further into the future or seem uninterested in discussing promotions, it's a red flag.

Evelina explains that she can clearly see an employee is disengaged when they are “losing interest in developing their skills or testing new solutions”. Someone invested in their future at the company wants to be involved in big plans. Dodging those conversations means they might already be making plans of their own –  ones that don't include this company.

They may not be planning an exit just yet, but subconsciously they know they're not invested long-term and don't want to promise more than they can deliver.

8. Disengagement with company culture or lack of alignment with company values

First off, skipping happy hours doesn't automatically mean someone's checked out. Maybe the events aren't their thing, or they're rushing home to family. Real disengagement goes deeper.

Are they silent at strategic meetings? Do they no longer seem excited about new projects or company-wide goals? Were they once helpful and eager to coach others, but now they seem unmotivated to participate in internal training?

It's normal to disagree sometimes, but it's a red flag when someone doesn't even care enough to share opinions or participate in organizational initiatives.

9. Increased job search activity or interest in LinkedIn networking

When a person is becoming increasingly active on LinkedIn, it could be a tell (considering that’s not a part of their job). From revamping their profile to suddenly posting more frequently, these moves signal they're polishing up their online presence for when the right opportunity comes along.

Retention strategies to keep employees from leaving

The post-pandemic Great Resignation may have slowed down in terms of people actually leaving jobs, but don't let that lull you into a false sense of security. With 77% of the global workforce either quiet quitting or being actively disengaged (i.e., loud quitting), strong retention strategies are more important than ever.

As Evelina says, “The best retention strategy is not something you do once an employee considers quitting –  it's a relationship you build from day one.”

Scheduling regular one-on-ones

Once you startspotting warning signs,  it’s easy to jump straight into panic mode. To avoid rushing to conclusions as soon as someone takes their second sick leave in a month, implement a practice of having regular one-on-one meetings between an employee and their direct manager.

Open communication will help ensure you don't misread a temporary situation or a life change as a sign your employee is looking for a new job.

How often should you have these meetings? Aim for bi-weekly or monthly one-on-ones –  with this frequency, you’ll stay on top of your team members’ struggles or concerns.

Recognizing and rewarding high-performing employees

People hardly ever quit jobs they are happy at, but they often quit bosses who don't appreciate them.

Incorporate consistent recognition and meaningful rewards in your retention strategy to make employees feel valued. This doesn't have to be all about big bonuses. (Though let’s be honest, those are nice!)

Public praise at team meetings, for example, may cause a ripple effect: it boosts the recognized employee's morale and simultaneously motivates their colleagues to achieve performance targets.

Offering growth opportunities and career advancement paths

51% of full-time workers aged 21 to 40 say they would consider switching jobs for more development opportunities. Stagnation is a major driver of resignations, especially among younger professionals.

The solution? It’s not as simple as acknowledging employees’ achievements or having in-person meetings, but it’s well worth the effort. Start by developing personalized career advancement paths. Even more importantly, foster a company culture where those paths can actually come to life.  

This may require a shift in your own mindset: rather than trying to fill skill gaps with external hires, you’ll need to promote internal mobility. While requiring initial training investment, it will save you money by reducing turnover and boosting loyalty in the long run.

Providing perks and benefits to enhance employee satisfaction

Fancy break rooms with ping-pong tables are fun, but they're not what employees are lining up for. Here are a few ideas for perks and benefits that will make a real difference:

• Including subsidized gym memberships, family insurance, mental health support, or on-site yoga classes in your benefits package makes it clear you care about your employees' wellbeing
• ‘Recharge days’, paid volunteer time, and company-wide getaways are excellent initiatives to ease off stress and create a stronger company culture
• Offering generous parental leave, shorter workdays during warmer months, and pet-friendly offices will help to support your employees’ work-life balance and demonstrate that you understand their needs outside of work

The possibilities are endless. Just be sure to keep your perks aligned with your employees’ true needs.

“When employees feel their personal priorities are respected, they are more likely to stay with you for the long run,” Evelina explains.

Implementing flexible work hours or work-from-home options

With 30% of US-based Gen Z workers citing a lack of remote work options as a potential reason for leaving their jobs, back-to-office directives are definitely going to cause widespread workforce dissatisfaction. After experiencing the benefits of remote work, employees are understandably reluctant about the prospect of returning to a fully on-site schedule.

Whether you're considering transitioning your workforce back to the office or have traditionally maintained an on-site model, take a moment to re-evaluate the necessity of a five-day commute.

A recent Bankrate survey shares that about 68% of full-time workers in the US vouch for a hybrid work schedule, willing to work at least one day a week remotely and the other days in an office. 37% of these people would even consider switching jobs for a hybrid schedule.

While the study highlights even greater benefits for four-day workweeks or fully remote options, implementing a hybrid model is an excellent starting point. 

Conducting exit interviews to gather feedback 

Even the most robust retention strategies can't prevent staff members from leaving for reasons entirely outside your control. Perhaps they're pursuing a dream career in a different field, relocating for family, or simply craving a change.

Use exit interviews to make the most of these inevitable departures. It’s best to hold in-person meetings to get more in-depth feedback, but a well-designed survey is also a viable option if you’re dealing with limited resources.

Regardless of the format, focus on collecting honest insights about the employee's experience at the company. And remember, gathering feedback is just the first step;  use the insights to take action that will improve your workplace environment.

Proactively address warning signs and retain top talent with Workvivo

How do you understand employee concerns if you only see them during scheduled meetings? It’s difficult to keep people engaged when they’re disconnected from their colleagues and company culture.

Workvivo centralizes your internal communication and empowers you to build a vibrant workplace community. Its powerful amplification and measurement tools provide a real-time pulse on employee engagement and sentiment, allowing you to proactively address underlying issues and create a workplace where people feel valued and connected.