Have you ever lay your hands off on the table and took a minute observing your people? Rather than pulling a scrutiny of judgment, you’d come to a realization and evaluate the mobility of your workforce during the whole course. Well, this can be impossible especially if you’re swamped with all the meetings and phone calls, but this can be conceivable if you take time at least for a few times a week.
Herewith, you probably lost sight on other substantial foundation of your company — the people and their well-being. You might miss out the red flags that they exhibit before getting ready to take off and jump out of your ship. As a result in the following days — you’ll end up checking the emails one Sunday morning, and appalled to see a resignation letter in the inbox.
A sudden quit may catch you off guard, big time. It is frustrating and can put your company into abrupt blindside if an operating employee decided to stop. Besides, it is a time-consuming problem that is costly to deal with. A trainwreck summary that you wouldn’t wish to happen, ever.
Can you really spot the signs of attrition? Or have you had a serious talk with your people about their current disposition? Have you seen them slacking around during the peaking grind? A sign of boredom, disentanglement or defiance? If happened that you had a discussion with your people and they stop giving insights and often giving sarcastic remarks or any unusual suggestions — think again, it can be a red flag for departure. Think of it as a treat if your employee chose to silence themselves. Think about how they used to brainstorm with you and now they’re shutting down the communication radar.
A withdrawal can be a serious foundation fracture; this will deteriorate your daily operations and future plans.
On a side note, have you observed them acting out negligence and compromise productivity? Are they secretive with their chat conversations during working hours? Of course, they have the prerogative to do so, but heralding this out of the purpose is out of the context. How about the outputs? Does it match to their default quality standard as practiced? Or do they snail work everything and produced indefensible mediocrity.
The veracity about company attrition.
Just like every company in the industry, attrition is conventional which is exhibited by employees in the workplace. Despite all the company efforts and welfare; sometimes, even most of the time, attrition will gradually turn into an action of exodus. Unfortunately, if managers can’t be proactive on the contention, the withdrawal can lead to an operational dilemma.
Employee attrition has a colossal impact on companies and organizations. As a business owner, if you don’t expend some serious vigilance; you might end up working in a cold, empty, and melancholic workplace. Moreover, this can hurt your company advances and derail pending deliverables.
Hiring a talent is a win-win situation for both. Of course, this will depend on how the two parties commit to the promise of a harmonious and fruitful relationship. However, things can get awry if employees will start working with you in just a stint before fleeing away. This is an upheaval resort to negative development to the company and its people. That’s why it is imperative to plan and set a serious talent acquisition to prevent worriment in the future.
As a smart and responsible superior, being integral and proactive with the “what’s-going-ons” in your work must be placed before bustle. Tuning in to their progress without disruptions must be a day-to-day basis. Keeping a finger on a heartbeat will keep you on grip regularly. Gape down your senses and get yourself smitten to the unseen turbulence happening around the office.
Spotting the problem ahead of time is very unlikely and difficult to anticipate. In many cases, employee resignations are placed over the table unexpectedly before the manager can solve the issue. It’s difficult to spot it in a whole viewpoint, especially if you have tons of things that require constant attention. If any hints are set out that your talents are seeking for greener pastures, set aside your hustles first and act on it as a priority.
You don’t have to read between the lines all the time. Sometimes the subtle clues can be read through their body language, facial expressions, and tone of voice. Well, this can’t be applicable to everywhere especially if the employee is a contender for academy awards for acting. On a serious note, the absence of enthusiasm can be easily identified on a regular basis and is a primary sign of impending withdrawal.
In a working relationship, communication is always the key to nurture collegiality. If you don’t confront interpersonal issues and think about the change of attitude, things will get worse and will turn into culprit which you’ll surely regret. Trust your instinct, but never overthink. If you commence in the office and something feels off and causes discomfort, take it as a chance and have an open talk with your people. With this, at least, you can prevent impending complication in the workplace.
