Wondering If an Employee Is About to Quit? Here Are Some of the Signs

Losing a valued team member is never easy. Whether someone is moving on to advance their career or explore a new industry, it's a transition that requires attention and care. In some cases, an employee's departure may ultimately be the right outcome for everyone — but knowing the signs early gives you the opportunity to have a meaningful conversation before it reaches that point. Here's what to watch for.

1. Watch Their Behaviour

Day-to-day behaviour can tell you a great deal about how an employee feels about their role. Frequent absences, consistent lateness, or longer-than-usual breaks may signal disengagement or a quiet search for something new.

On the other hand, subtler signs like updating a LinkedIn profile with new skills or quietly reshaping how they describe their responsibilities can indicate that an employee is preparing to pursue more advanced opportunities, particularly if they feel their current role isn't offering enough room to grow.

2. Pay Attention to Their Attitude

A shift in attitude is another telling sign. An employee who has mentally checked out may become more negative about projects or tasks, speak critically about their work to colleagues, or disengage during meetings and team discussions.

Conversely, if an employee suddenly starts asking what else they can take on beyond their current responsibilities, it may be a sign that they're not feeling sufficiently challenged. That's a different kind of signal, but one worth addressing just the same.

What Can You Do About It?

The most important thing you can do when you notice these signs is open a conversation. There may be underlying issues you aren't aware of. Ask yourself:

- Are they taking more time off because they're burnt out?

- Are they disengaged because of a difficult dynamic with a colleague?

- Are they quietly trying to figure out what their next step looks like?

- Are they bored because they don't feel stretched enough in their current role?

Getting to the root of the issue gives you the best chance of finding a solution. If an employee is considering leaving because they don't feel challenged, is there a way to help them grow within the company, potentially with additional compensation? If burnout is the issue, are there projects that could be temporarily reassigned to lighten the load?

That said, not every conversation will end with a resolution. Sometimes, no amount of adjustment or opportunity will change the mind of someone who is ready to move on. In those cases, the best thing you can do is support them graciously through the transition and part on good terms.

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