Retain Your Talent Before They Decide to Leave

The #QuitTok trend on social media has highlighted an issue of disgruntled employees filming themselves quitting their jobs in dramatic fashion and posting it online. This trend can cause damage to a company’s reputation, discouraging potential new hires from applying or encouraging current employees to seek other opportunities.

Exacerbating the issue, company leaders are seemingly struggling to understand why employees are quitting. Surveys reveal that many young professionals feel burned out but stay in their job because it aligns with their values and offers professional development. However, they often express the need to switch jobs in order to expand their network, learn new skills, or receive a promotion or raise.

Be Proactive

Companies can tackle this problem by maintaining open lines of communication and recognizing signs of disgruntlement among employees—such as reduced contributions, less motivation, and a lack of interest in professional development—early on. Regularly checking in with employees can help them feel valued and allow employers to understand their needs or motivations better.

It’s also crucial to keep an eye on employee sentiment through periodic surveys, as it will provide managers with ongoing feedback and show employees that their input is valued and will be considered for improvements.

Furthermore, companies can invest in retention by proactively gauging employee morale and satisfaction through regular check-ins to understand their needs. Some companies have found success in conducting “stay interviews,” which are held with current employees to identify their needs and address potential issues before they decide to leave.

Keep the Door Open

Managers should aim to connect their employees with opportunities for growth while understanding that keeping someone engaged may require letting them leave the team. Investing in an employee that eventually moves on will benefit the company’s reputation, therefore aiding in its recruitment and retention efforts. Ultimately, it’s important to recognize that employees leave for various reasons and that it’s best not to take such decisions personally.

In the event that an employee does leave, keep the lines of communication open after their departure. Many employees find that their new jobs aren’t as satisfying as they initially thought they would be and want to return to their previous employer. Creating an environment that welcomes these “boomerang employees” can be beneficial to companies’ recruitment and retention strategies.