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AVOID EMPLOYEE TURNOVER: HOW TO TELL IF YOU'RE LOSING A TOP PERFORMER

Finance and accounting Legal Administrative and customer support Management tips
Technology Management and Leadership Marketing and creative Retention Article
Skilled and driven professionals are apt to make career moves in any environment
— and drive up your firm’s rate of employee turnover. Employees want to feel
challenged and appreciated. And they don’t want to be underpaid or stuck in one
position for too long. If their current job isn’t a source of fulfillment, it’s
likely they are already searching for their next opportunity. Every manager
should care about employee retention, particularly when it comes to top
performers. But do you know what warning signs to watch for? Here are some red
flags: Increased absenteeism. Disengaged employees tend to miss more workdays
than their colleagues. So, when a team member starts using up their personal or
vacation days at a faster pace than usual, take note. It could be a sign the
employee is feeling burnout or taking time off work to search and interview for
other jobs. Social withdrawal. Avoiding the more social aspects of work — like
virtual team-building activities or group coffee chats — is common among
employees who are considering leaving. Also, if previously outgoing staff
members are now quiet during team calls or unwilling to engage during video
meetings, this could indicate they are starting to detach. A decline in work
habits. A spate of errors, missed deadlines and an overall decrease in
productivity can indicate that a once-passionate employee is now going through
the motions or feeling overloaded. A change in attitude. When a positive,
team-oriented employee starts complaining about the organization or butting
heads with coworkers, it’s often symptomatic of job dissatisfaction. To prevent
top talent from leaving, take action as soon as you see sufficient evidence of
an employee’s intent to leave. Here are some tips on how to avoid employee
turnover: 
Meet one-on-one with the employee and candidly ask if they are dissatisfied.
When faced with a direct question, many people will respond in truth. If the
employee says yes, ask why, listen attentively and explore possible remedies
that would work for both parties.
Compensation is often a factor for employee turnover. Strong performers who have
in-demand roles are flight risks because they know their skills are valued,
regardless of the hiring environment. Consult the 2024 Robert Half Salary
Guide to make sure your salary offerings are on par with (or better than)
competitors in your area. Offering flexible schedules, including for remote team
members, can also help your employee retention efforts in many cases.
If you sense an employee is looking to leave because they want more challenging
work, consider offering new responsibilities that will stretch their skills.
Provide virtual training opportunities to support their ongoing professional
growth. Another idea: Set up a mentoring arrangement. Through mentoring, the
employee can gain additional skills and knowledge — and find new enthusiasm for
their work and career.
One of the easiest and most cost-effective employee retention tactics is
remembering to recognize people for their good work. Offering a simple “thank
you” for a job well done can be a surprisingly powerful employee engagement
tactic. Prompt, sincere and specific praise provides an emotional lift and shows
staff that you’re paying attention to their efforts and appreciate their
contributions. 
You can’t expect top performers to work at or beyond capacity for sustained
periods, especially if you want to avoid employee turnover. A staffing agency
can help. When workloads spike, Robert Half can connect you with the talent you
need. Consultants can provide much-needed support to your core team. And your
business can bring in these workers for short-term but critical initiatives that
require time and specialized expertise.
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