Spotting Potential Employee Turnover: How Do You Identify Who Might Leave?

Dear Friends,

Please help me in understanding the policies, practices, and theories to identify employees who are likely to leave the organization.

I will be waiting for your valuable feedback and suggestions.

Regards,
Sanjay

[IMG]https://www.citehr.com/?emage=63ad79407b3757404b6c3a9005196897[/IMG]

You can ask your team leaders to speak with their teams and give you the names of employees in a format of red, green, and yellow. Red - people with reasons that cannot be controlled like marriage, relocation, further studies, etc. Yellow - people with reasons that can be controlled like performance, growth opportunities, etc. Green - people who want to stay with the organization and will not leave.

As per my observation, an employee never leaves a company; he only leaves due to bad supervision. So, the supervisors are the only ones who can tell you the pulse of their team. You can then sit with all the employees with red and yellow flags and work out the best possible solutions for them.

If you want more information about the factors that push employees to leave the organization, please check CIT HR or Google.

Regards,
Minakshi

Yes, the explanation given provides a fair view of employees who may have intentions to quit, those who would choose to stay back with the organization, and so on. Nicely put in.

You can ask your team leaders to speak with their teams and provide you with the names of employees in a format of red, green, and yellow. Red represents people with reasons that cannot be controlled, such as marriage, relocation, further studies, etc. Yellow indicates people with reasons that can be controlled, such as performance, growth opportunities, etc. Green signifies those who want to stay with the organization and will not leave.

In my observation, an employee never leaves a company; they only leave due to poor supervision. Therefore, supervisors are the ones who can best gauge the pulse of their team. You can then meet with all the employees marked with red and yellow and work out the best possible solutions for them.

If you seek more information about the factors that drive employees to leave the organization, please check CIT HR or Google.

Regards,
Minakshi

Yes, for this, you have to design a questionnaire for departments. That should be department-wise different. You will ask about the motivation level for each employee.

For this, you can name the form "Self Performance Assessment." The employee will fill it out and return it to you.

Regards,
Adeel

Hi Sanjay,

As rightly said by Minakshi, employees leave not because of the organization but they leave because of supervisors. As it has been said, "employees don't change jobs; they change bosses."

In my interpretation, you want to know how to recognize the employees who want to leave. For this:

1. Observe the employee's behavior on an individual as well as on a team level. When an employee appears negative in attitude, it indicates a desire for change (the reason can be anything).

2. Excessive gossiping is another sign of the same.

3. Increase in complaints from a specific employee.

4. Application for a salary hike in the middle of the appraisal period. (For example, appraisals are done in March, and in June, the employee requests a salary revision).

5. Rising conflicts among team members.

6. Increase in absenteeism.

7. Not following the policies regarding working hours, discipline.

I believe this can guide you in your query. The key element in all these points is observation. Being interactive with all employees is crucial to understanding the ongoing issues. This approach will help you identify who is likely to leave.

Hi,

You should conduct exit interviews. Through this method, you will be able to know the reasons from the employees for leaving the job from your company.

Hi Sanjay,

I 100% agree with the views of Meenakshi. However, you can send a questionnaire on employee motivation to gather feedback and assess the morale of the employees. This will also help in understanding the pulse of the employees and the management's attitude, etc.

Thanks & Regards,
Vadlamani SR

Hi Sanjay,

I hope this might help you. We call this process the Early Warning System (EWS). Let me know if you have any questions.

Behavior or body language of the person at the time of giving an application for leave; when he desires to go for an interview in another organization. After returning from the leave (interview if he is selected), his behavior changes as given in the points by 'shamaharshal' above.

Hi Sanjay,

There is an easy way of finding employees who want to quit. You can subscribe to job portals like Monster and Naukri to find those who have posted their resumes. In Monster, there is a feature that allows you to choose employees from a particular organization or company.

Dear All,

I understand that people wish to leave an organization not only because of poor supervision but also because they are not given proper responsibility and accountability for the work. Superiors may feel that the subordinate is not experienced enough to handle a given situation, whereas the subordinate may feel the vice versa. Another major reason is when the subordinates' views or ideas are not considered.

To identify employees who are considering leaving the organization:
- When they are not given the appropriate chance to prove their skills.
- When their enthusiasm is decreasing (meaning they are not interested in doing the work or taking on assignments).
- When they start delaying their work.

Thank you.

Dear Banu,

If you could help me with how EWS is used. Is it used in PMS or how? If you could give a brief idea of how it is used.

Regards,
Gaurav

Hi all,

The views shared by everybody are very valuable, especially Meenakshi's. One more thing that can be done is to keep an eye on various job portals. Employees who are keen on a job change often update their profiles, so if an employee is doing the same, he/she is likely looking for a change.

Regards,
Akshay.

Hi all,

The views shared are exceptionally good. One more thing that can be done is to keep an eye on job portals. Employees who are eager for a change often update their profiles frequently. These employees are usually the ones seeking a job change.

Regards,
Akshay

Dear Sanjay,

There are the following things which you have to take into notice:

Formal things:
- Make an employee satisfaction survey every three months.
- Take the performance review on a quarterly basis.
- For those who are not performing well, try to find out the reason.
- Keep an eagle eye on daily attendance, incoming, and outgoing. This is a main striking point. Most of the employees who are going to quit used to start coming late and leaving early.

Now, the informal ways:
- A HR should have an informal channel of information flow.
- Based on formal data, try to find out.

I hope it will be useful to you.

Regards,
Abhinav Sharma

Dear Friends,

Please help me in knowing what are the policies/practices/theories to understand "How to identify the employees who are likely to quit the organization?"

I will be waiting for your valuable feedback and suggestions.

Regards,
Sanjay

Dear Sanjay,

Check out "The Innovator's Dilemma" by Andy Grove, where he famously states that "Only the Paranoids Survive." This book provides valuable insights that may answer many of your questions.

Regards,
Sujal

Dear Vichitra,

Your question is strange; it is an eponymous question - how very unique!

I guess you can start a new thread and waste people's time (though it will take you less time to search the topic on the net).

To prevent this, and considering that "there are many things that they did not teach you in B-school," I am constrained to help you.

Headhunting is a term taken from the ancient martial ritual, wherein the head of an enemy is prized as a trophy and displayed likewise. During hunting, the head of the hunted is carried off by the hunter as a symbol of his hunting prowess.

In managerial parlance, it means actively looking and searching for required profiles (usually senior management) within organizations and getting a suitable/desired person on board.

Headhunters are very skillful seasoned recruitment analysts/consultants who manage to locate/source the 'best-fit' person and then get/lure him to the client company.

Here are a few links:

- https://www.citehr.com/130028-meanin...cruitment.html
- https://www.citehr.com/22968-what-ex...d-hunting.html
- WikiAnswers - Meaning of headhunting in recruiter

Please make a habit of searching the net for new terms you come across. The net is a wonderful resource, which was not available to us when we were students. Your generation is lucky, but please don't be lazy and expect spoon-feeding for such basic terminologies.

Dear Sanjay,

Are you interested in just knowing who the employees are that want to quit? And may I know the reason/rationale/thinking behind this noble endeavor? I think rather than indulging in such negative activities, one should take the exit interviews seriously and try to:

- Remove the glitches that force an employee to leave,
- Institute some good retention strategies,
- Think of/work upon 'employer branding' concepts,
- Be a "best place to work" employer.

Instead of attempting to know who wants to leave, wouldn't it be better to work on 'why at all should the employee think of quitting your company'? I think doing good is a difficult, burdensome task, and hence the easy way out. Right? Try to think, what kind of Human Resource manager does it make you.

Regards.

Dear Friends,

Please help me in knowing what are the policies/practices/theories to know "How to identify the employees who are going to quit the organization?"

I will be waiting for your valuable feedback and suggestions.

Regards,
Sanjay

1. If you have Naukri or Monster login, then in the keyword field, provide their mobile numbers to access their profiles. If they have posted or updated their profiles recently, it clearly indicates that they are seeking a change.

2. Find time to talk to your employees. If you cannot identify job satisfaction, feelings of devaluation, lack of recognition, stress from overwork and work-life imbalance, or a loss of trust and confidence in senior leaders in their responses, then they may be considering leaving.

3. Excessive leaves and permissions for trivial reasons indicate that they may be exploring other job opportunities.

4. Excessive phone calls.

5. Inadequate increments, lack of job security, conflicts/politics within the team - employees will likely seek a change.

As HR professionals, we should consistently monitor and maintain a good rapport with employees so that we can identify those who truly contribute to the company's growth and progress.