Everyone desires a career change from time to time. Hence, employees come and go and there’s nothing an employer can do about it.

If you have staff who report to you, it’s only natural that you may worry occasionally that one of them wants to leave the company, especially if he or she is your top performer.

So how would you know?

Here are the least to most obvious signs your employee is looking for a new job.

1. Posting way too many LinkedIn updates

Seeing your employee’s status updates, posts about industry thoughts and new connection notifications popping up all over your LinkedIn newsfeed?

It could be a good thing if those updates are somewhat related to your company, otherwise, it’s likely that your employee is trying to impress potential recruiters.

2. Applying for annual leave in the middle of the day or week

Absenteeism at the workplace is an early sign of losing a team member. If you notice a recurring pattern of your staff’s off days, try to figure out the actual reasons for it.

They are likely attending multiple job interviews especially if there are an unusual number of emergencies.

Besides, not showing up for work also indicates the low level of dedication, which will lead to a career change sooner or later.

3. Showing less productivity at work and seen chatting too often

As a manager, you must keep track of your team’s individual performance on a regular basis, not only for the review of their KPIs but also to monitor if there are any behavioural changes.

Pay attention when someone who always completes their assigned tasks on time suddenly falls behind on schedules.

4. Taking pains to dress up real well on random days

You may not always notice your staff’s office attire, but it’s actually good for you to pay attention every now and then.

The way a person dresses can reveal a lot about their intention. Assess whether they’re dressed more formally, wearing more makeup or sporting a new hairdo.

Any transformation has a purpose and it could very well be that they are about to meet their future employer for a job interview.

5. Rumours start to circulate

Employees tend to share their concerns with each other but never their bosses because there is still this invisible barrier between bosses and their teams.

When you feel like the office environment has changed, be it less (or more) chatty, employees are taking longer lunch hours or are having frequent discussions about the management, you should consider having a casual pep talk with your team.

One or more of them are likely thinking of leaving their jobs for greener pastures.

What are the odds of turning the situation around, you ask?

Here are some steps you could take to either keep your talents or prevent future employee turnover:

Stay calm and listen to their concerns

You should try not to make the meeting awkward. No matter how shocking the news is to you, it’s best to conceal your disappointment or even anger.

For all you know, it could be you or the management team that has triggered their decision to leave.

Money can do the talking sometimes

Have you ever come across this quote (by The Joker): “If you are good at something, never do it for free”?

In the corporate world, a good employee has the right to demand a promotion or salary raise as long as they can bring a valuable contribution to the company.

You need to understand the motivation behind their resignation in order to figure out the appropriate solutions.

It is important to also ask yourself if their absence in the team would significantly affect the company before making any decision.

Don’t let the relationship turn ugly

Despite the frustration and the shattered trust, stay professional, and don’t blame your employee for leaving.

Some managers actually refuse to give a recommendation letter and forbid an employee who has resigned the chance to clear outstanding annual leave.

You definitely wouldn’t want to burn all bridges and risk damaging the company’s image in the eyes of potential candidates.

So, don’t be too harsh on your employee, let them know that they are always welcome to return and consider throwing a proper farewell party to show your gratitude for their service.

A little kindness can go a long way, which may even bring them back to your company.

Take note of how you can improve the company’s employee retention

It is important to conduct a formal exit interview as soon as you accept a resignation.

Take this chance to learn about the factors that made them want to leave or any potential problems in the company that may lead to future departures.

Ask for their suggestions to improve the work culture, whether there’s anything you and the management can do differently (and would they stay if changes were to be made in their favour).

Take action before it’s too late! Start by going through the company’s employee retention programme and adjust it as you see fit.

It’s also recommended that you get to know more about your team members on a personal level. You’ll never know if all it takes to ensure their commitment is actively encouraging prospective career growth in the company.

This article first appeared in Jobstore.com

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