5 Signs That Every Manager Should Pay Attention to Signaling a High Performer is on Their Way Out
According to the Society of Human Resources (SHRM), losing a high performers can cost a company between 50% to 200% of the employee’s annual salary. These costs can include the dollars associated with recruiting a new employee, onboarding and ramp up time, loss of unfinished work/delays in meeting project deadlines, loss of institutional knowledge, burnout from peers who are taking on the extra workload, and impact on morale.
What are the 5 signs that a manager should pay attention to that signal a high performing might be leaving?
Changes in attendance. The employee might have been working extra hours and rarely taken time off before, but is now arriving late, leaving early or using PTO.
Low participation in meetings. The employee was quick to share ideas in meetings, but is now passive and quiet.
No commitment to long-term projects. The employee would normally take the lead or help with the strategy or timeline, but is now being passive because he or she does not see a future with the company.
Burnout becomes more obvious. The employee has been working without support or had been given unrealistic work expectations and is now checking out or slowing down due to the burdensome workload.
Technology has created challenges rather than making their job easier. High performing employees are looking at ways to improve. If technology is outdated (think old ERP systems or still holding onto paper copies), employees will begin looking elsewhere.
If you’re seeing these signs, take action now. Talk to the high performing employee and ask how you (or the company) can better support the employee. Doing nothing will only speed up their departure.
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