Employee flight risk: How to identify & retain employees about to leave

According to recent research from Microsoft and LinkedIn, nearly half of employees (46%) have considered quitting their current jobs within the next 12 months.¹

If you find this concerning, you’re right. It is. An estimated half of your workforce could be what’s known as a “flight risk.” These are employees who are — due to general dissatisfaction, lack of growth opportunities, or other personal reasons — contemplating leaving your company to make their next career move.

Identifying potential flight-risk employees, and understanding their reasons for wanting to leave, is a crucial step in maintaining a productive and healthy workforce. Early detection and effective retention strategies will allow you to take proactive measures to significantly reduce turnover and foster a more engaged, committed, and productive team.

Read on as we explore how to spot warning signs an employee is a flight risk and share employee engagement measures that will help keep your valuable talent from leaving.

What is a flight risk employee?

A flight-risk employee is someone with a high likelihood of leaving their job in the near future. Because they often show subtle clues that indicate that they’re considering a change, identifying early flight risk signs means you can take action to prevent unwanted and costly turnover. Understanding as much as possible about flight risk employees is crucial to retaining top talent and maintaining a stable workforce. You can reduce the number of people leaving by recognizing and addressing the common reasons employees might leave.

There are several reasons employees might consider leaving their jobs, including:

• Lack of growth opportunities: When employees don’t see a clear path toward advancement or professional development, they might start looking for better opportunities that are more aligned with their individual career aspirations.
• Burnout: High levels of stress, overwhelming workloads, and insufficient support can lead to employee burnout. This turnover risk factor makes some employees willing to seek a more balanced work environment.
• Inadequate compensation: Employees who feel underpaid or that their compensation doesn’t reflect their contributions might be tempted to explore more lucrative opportunities.
• Poor management or leadership: Employees who feel unsupported, undervalued, or micromanaged by supervisors often consider leaving a job for a more positive work environment.
• Cultural mismatch: A disconnect between personal values or traditions and company culture can cause some people to look for a better fit.
• Lack of recognition: Motivation tends to dwindle when efforts go unnoticed or people feel unappreciated, prompting some employees to seek jobs where their contributions are valued.

Signs that an employee is a flight risk

Identifying a potential flight-risk employee means you can act. By closely monitoring flight risk factors, you can address underlying issues and increase the chances of retaining valuable employees.

Here are some common signs that an employee is a flight risk and might be considering leaving:

• You see a decrease in engagement: They were once enthusiastic and actively participated in meetings or team activities, but now seem uninterested and show a lack of enthusiasm for their work.
• They’re doing the bare minimum: They start completing only the required tasks and show no initiative to go beyond, indicating a lack of commitment to their role.
• You notice increased absenteeism: You see a sudden rise in unplanned absences or frequent late arrivals, which can be red flags that an employee is disengaged or looking for other job opportunities.
• They’re communicating less: They become less communicative, avoid discussions about future projects, or don’t contribute like they once did, likely to mentally distance themselves from their job (and your organization).
• They start making frequent personal calls or using the Internet more often: You find a noticeable uptick in individual phone calls or browsing the Internet during work hours, suggesting they’re exploring other opportunities.
• You discover an updated LinkedIn profile: They suddenly update their LinkedIn profile, expand their network, or become more active on the platform.
• They’re asking for references: Requesting references from colleagues or supervisors can be a clear sign someone is contemplating a career move.
• They’ve recently gone through major life changes: Significant life events — such as moving, marriage, or having a baby — can prompt some employees to reconsider their current job situation and explore new opportunities.
• They are taking unusual vacations: If they begin taking more time off, especially without a clear reason, it might be to interview for other positions or plan an exit strategy.
• They’re less invested in long-term goals: A noticeable drop in interest and effort toward long-term projects or their career development can suggest they don’t see themselves in your company’s future.
• You notice an increase in conflict or complaints: Being increasingly involved in disputes with work colleagues or supervisors or sharing dissatisfaction with their job is a telltale sign that something is off — they might be ready to seek employment elsewhere.
• They are now expressing sudden concerns about compensation: When employees suddenly start vocalizing concerns about their salary or benefits, it can be their way of preparing you for the fact that they’re ready to find another job.
• They seem to be seeking more recognition: If they suddenly start seeking extra validation or recognition or complain they feel undervalued, you should check in to see how things are going.

How to do an employee flight risk assessment

Conducting an employee flight risk assessment is essential. It allows you to systematically assess certain factors so you can identify at-risk employees and implement targeted retention strategies. This can reduce employee turnover rate, offer cost savings, and create a more stable and productive workforce.

1. Assess engagement levels: Conduct and thoroughly go over engagement surveys, feedback forms, and performance reviews. Look for signs of disengagement, like decreased participation or a sudden lack of enthusiasm for new projects.
2. Monitor attendance patterns and work habits: Track absenteeism, tardiness, and remote work request patterns. Employees who miss work or are less present may be dissatisfied with their job and/or exploring opportunities with other companies.
3. Review performance metrics: Look at past performance reviews. A decline in productivity, quality of work, or other metrics might indicate a lack of motivation or job satisfaction.
4. Observe behavioral changes: Pay close attention to an employee’s general demeanor and changes in how they communicate or collaborate, as these can also reflect signs of quiet quitting. Any sudden shifts — like in how they interact with others or if they resist long-term planning — may suggest they’re considering leaving.
5. Assess feedback and complaints: Analyze employee complaints or concerns, especially if they’re directly related to workload, compensation, or management style. Consistent or increased complaints might signal growing dissatisfaction with the company.
6. Evaluate career development conversations: Review any recent discussions about career goals and professional development to determine if there’s any frustration about a lack of growth opportunities.
7. Track online activity: While it’s important not to overstep or cross any privacy boundaries, subtly monitoring professional social media activity — like updates to LinkedIn profiles or increased networking efforts — can alert you to signs of an ongoing or potential upcoming job search.
8. Conduct stay interviews: Stay interviews are excellent tools for gauging employee satisfaction rates so you can understand possible motivations for leaving. They also allow employees to express concerns and needs more directly, offering valuable insight into what’s working and where you can improve.
9. Analyze major life changes: Major life events, like moving, changes in marital status, the birth of a baby, a recent loss, or new family responsibilities, can impact an employee’s decision to stay with or leave your company.
10. Review compensation and benefits: Conducting a deep dive into your compensation packages ensures they’re competitive and attractive. It makes sense that employees who feel undervalued or under-compensated will be more motivated to look for a new job.

How to prevent employees from quitting

To decrease employee turnover, you must focus on engagement, recognition, and developing an inclusive, supportive environment. Use the following strategies to lower attrition and keep valuable team members with you for the long run.

Hold 1:1 meetings

Regular one-on-one meetings provide a platform for managers and employees to communicate openly. They’re the perfect, safe opportunity for employees to open up, share concerns, discuss career goals, and get helpful feedback. This retention strategy ensures an employee can grow in their role or advance with your company. Direct and consistent engagement like this also helps managers and other members of leadership understand potential issues before they lead to turnover.

Improve work-life balance

Making work-life balance a company policy can drastically improve employee satisfaction and retention rates. Flexible work arrangements, including remote work options and flex hours, can help employees manage personal and professional responsibilities more effectively. You should also encourage breaks and set reasonable expectations around work hours. Promoting work-life balance as a core part of company culture can reduce burnout and enhance overall job satisfaction.

Recognize and reward contributions

Employees who are recognized and feel appreciated in their roles are more likely to stay with a company. Develop and use recognition programs via formal awards or informal acknowledgments that establish a culture of appreciation and respect. Celebrate milestones, offer bonuses for exceptional work, and give public praise to boost morale and increase loyalty.

Address workplace stress

High levels of stress are a top reason employees leave their jobs. To mitigate it, you must identify and address the sources of workplace stress. This might require redistribution of workloads, providing stress management resources, or creating a more supportive workplace environment through quiet management, which empowers employees with autonomy.

Offering access to professional mental health support services, like counseling or therapy, can help employees manage stress even more effectively while they feel supported in their roles.

Address potential issues proactively

Don’t wait for issues to escalate and worsen. Take a proactive approach to identifying employee flight risks by conducting regular check-ins, listening to employee feedback, and quickly implementing solutions that address employee concerns. With a responsive and attentive nature, you can prevent minor issues from becoming significant reasons for an employee to consider leaving.

Offer competitive compensation and better benefits

One of the most effective ways to keep employees is the simplest: ensure they’re fairly and competitively compensated for the work they do. Review and adjust salaries periodically and offer attractive, comprehensive benefits packages. Remember that benefits are more than just the salary you pay — to keep up with the competition, you need to provide health benefits, retirement plans, paid time off, and other perks that make people feel valued.

Promote internal mobility

Encouraging mobility within an organization and allowing employees to move into new roles or take on different responsibilities can incentivize them to stay with your company. The potential for growth and advancement helps people stay engaged and motivated. Offering training and professional development programs can help employees build new skills and feel more invested in their future with the company.

Foster a positive workplace culture

A positive workplace culture ensures employees feel respected, included, and part of a cohesive team. You must promote inclusivity, collaboration, and healthy dialogue and communication to accomplish this. Regular team-building activities, celebrating successes, and cultivating a supportive environment where everyone feels valued will enhance the employee experience and reduce turnover.

Leveraging mental health support to retain employees

Promoting mental health in the workplace is critical to any successful employee retention strategy. With workplace stress and burnout at unprecedented levels — research suggests nearly 80% of workers have work-related stress, and almost 3 in 5 say it negatively affects them — providing employees with access to mental health resources can positively impact overall well-being and enhance job satisfaction.²

Partnering with mental health online service providers like Talkspace ensures your employees have convenient, confidential, and accessible mental health support. Talkspace provides easy online therapy and counseling, giving employees access to professional mental health services anytime, anywhere, regardless of location or schedule. The flexibility can be especially beneficial for people who are hesitant to seek help in a traditional setting or who are looking for support outside of regular office hours.

Integrating mental healthcare access into your employee wellness program shows how committed you are to the holistic well-being of everyone on your team. It shows you care about more than just productivity — that you’re invested in the health and happiness of your employees.  

Request a demo today to learn more about how Talkspace can help you support mental health and improve employee retention.

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Sources:

1. Source, Microsoft. 2024. “Microsoft and LinkedIn release the 2024 Work Trend Index on the state of AI at work - Stories.” Stories. May 8, 2024. https://news.microsoft.com/2024/05/08/microsoft-and-linkedin-release-the-2024-work-trend-index-on-the-state-of-ai-at-work/.  Accessed September 2, 2024.
2. Abramson, Ashley. n.d. “Burnout and Stress Are Everywhere.” Https://ww.Apa.Org. https://www.apa.org/monitor/2022/01/special-burnout-stress. Accessed September 2, 2024.