Signs someone might be about to leave

This isn’t so much focused on the wellbeing side. This is about the natural progression through a role in the broader career context. People will eventually want new challenges and opportunities and there is real value in the accumulate experience staff collect over time. It could be a good idea to keep an eye out for the signs of people wanting new opportunities and give them before they find them themselves.

Bored
If you notice someone getting bored it may be a sign that they are feeling stagnated in their role. Rather than weight for them to leave and have to deal with the recruit/retraining process; could you give them more responsibility or do something to change their day to day activity. If someone is going through a period without direction or purpose, this will likely be a mental health related issue and so addressing it may well be more helpful for them then you even realise. The flip side of this is that if someone is bored because they don’t feel they have the opportunity for progression then it’s not them that’s the issue; it’s the perception of the business. Work with them to find a way forward.

They are raising ethical/moral concerns
If someone is feeling like they are at odds with their own morals and integrity then this needs addressing. It may suggest there are some issues going on internally that need immediate fixing or it suggests that the current role is a bad fit for this person. Issues like this will play on someone’s mind and should be taken very seriously. It’s not a common issue for most people but this may be a problem in many sectors. If you are in one of those sectors, it would also be a good idea to have a Whistleblowing policy in place. We have one at Paranimo and you can feel free to ask us about it.

Isolation
You could have a create overall culture but there are those who don’t quite fit in. This will probably express itself by having specific staff that become increasing alienated from the broader team. Find out why as soon as you can. Feeling socially isolated is soul destroying and will result in people leaving. If someone is particularly socially anxious or shy they may need a hand to become included and it’s a far easy to help someone fit in that find someone new. If there is any sort of “us and them” split within any of your team then talk to staff to understand why. These are not simply social systems playing out; this is your company working environment and this is especially true with younger staff as the post millennial generations are disproportionally anxious.

Check your staff’s salaries are competitive
It is so easy for someone to see what equivalent positions are paying so review it for you staff but from the employer position. If a member of your staff checks online one day and sees they could get a 20% pay rise then they’ll probably update their CV. You are going to end up having to pay the new person a similar amount anyway, as well as recruitment fees and the loss of productivity and retraining costs. The fix is easy; ensure you check every year or so. If you can find a similar role to one of your staff then so can they. They will likely feel cheated, even if you didn’t know the market rate had changed.

More resources

What issues to address between co-workers

By this we mean what problems can arise between peers that can have a toxic effect on the culture. It’s not just the management that set the cultural tone, the interaction between staff will shape the perception of the company environment. These are things the “easy wins” that you, as a manager, can try to

Red flags for staff and warning signs for managers

These are things I’ve heard consistently recommended to listen out for in employers and, as such, are things to avoid as managers and leaders. If you get the impression staff are viewed as replaceableIt’s fallacious reasoning on the part of the employer most of time. Either someone did a poor job selecting the new hire

Management Styles

Before we start; no one should adopt a management style but rather view them as catalogue of approaches to use when needed. First and foremost it’s about knowing who works for you. Aside from the obvious benefit of having this attitude has on the overall culture, you as a need to know what style to