The COVID-19 pandemic has increased turnover as more and more people are voluntarily leaving their positions. When an employee leaves your organization, it is costly as it requires time and money to find and train their replacement. it also hurts morale for the people “who are left.” For these and other reasons, it is critical for businesses to reduce their turnover rate. Here are the early warning signs of voluntary departure and things to do to reduce their frequency.

Know your high turnover pockets –
Monitor and analyze turnover data by department, division, and manager to pinpoint where turnover exists.

Major life changes –
Employees who are experiencing major life changes often leave their current position. Develop trust with your employees and encourage open communication. You will then learn what your people are experiencing and how to support them so they will stay.

Missed promotions –
Employees disappointed about being passed over for promotions are more inclined to look elsewhere for advancement opportunities. Keep track of workers who have applied for promotions and check in with those who were not selected to ensure they feel appreciated.

Complaining and absenteeism –
Take note of complaints, decreases in productivity, and callouts by employees. Find out who is most at risk for leaving and implement preventative measures.

Reduced communication –
Employees who fail to answer calls or emails or those who miss deadlines might be considering a move. Their mind is elsewhere and their body may soon be gone as well!