"Identifying signals of employee disengagement and potential departure."

As a seasoned HR professional, it is crucial to remain attentive to the subtle cues that may indicate an employee's growing disengagement and potential intention to leave the company. Following my perusal of Timothy M. Gardner and Peter W. Hom's insightful piece titled "13 Signs That Someone Is About to Quit" in the Harvard Business Review, I find it pertinent to shed light on these crucial indicators and how we can proactively address them within our organization.

The below signs may signify an employee's disengagement:

1. Change in work habits:

A noticeable shift in an employee's work patterns, such as decreased productivity or increased absenteeism, could signal waning commitment.

2. Decline in performance:

A sudden drop in performance or quality of work may indicate underlying dissatisfaction or disinterest in their role.

3. Withdrawal from team interaction:

When an employee becomes increasingly withdrawn from team activities or social interactions, it may suggest feelings of detachment or isolation.

4. Resistance to change:

Individuals who exhibit heightened resistance to organizational changes or initiatives might be signalling their disconnection from the company's goals or culture.

5. Lack of enthusiasm:

Diminished enthusiasm or passion for their work, evidenced by decreased participation in discussions or lacklustre contributions, may foreshadow impending departure.

6. Heightened negativity:

A noticeable increase in negative attitudes or complaints, whether directed towards colleagues, projects, or the organization as a whole, could indicate underlying discontent.

7. Seeking external opportunities:

Employees who begin actively exploring external job opportunities or engaging with recruiters may be contemplating a change in employment.

8. Decreased initiative:

A decline in taking initiative or showing interest in professional development opportunities may suggest a loss of motivation or career advancement prospects within the current role.

9. Reduced engagement in meetings:

When an employee disengages during meetings, such as by frequently checking their phone or appearing distracted, it may indicate a lack of investment in company matters.

10. Increased unexplained absences:

A notable uptick in unexplained absences or frequent tardiness might signal a growing disconnection from their role or workplace environment.

11. Neglecting relationships:

Employees who begin neglecting relationships with supervisors, peers, or subordinates may be mentally preparing to disengage from their current position.

12. Visible career frustration:

Expressions of frustration regarding career stagnation, lack of advancement opportunities, or unmet expectations can be red flags indicating potential departure.

13. Uncharacteristic behavior changes:

Any significant deviations from an employee's typical demeanour or behaviour, whether becoming unusually quiet or displaying heightened irritability, should prompt further investigation into potential underlying issues.

As HR leaders, it is imperative for us to not only recognize these signs but also to proactively engage with employees to understand their concerns and address any underlying issues. By fostering open communication, providing opportunities for growth and development, and demonstrating a genuine commitment to employee well-being, we can mitigate the risk of losing valuable talent and foster a more engaged, motivated workforce.

To identify and address such underlying issues our system and organizational thought process also must be aligned and supportive otherwise we will only be able to identify the issues and tell stories.