After months of searching, you finally found the perfect candidate. Then you invest time and resources into their onboarding and training. But just as they hit their stride, they resign.The likelihood that an employee will leave their current job is called flight risk, and it moves from risk to reality all too often. It serves as a stark reminder of how employee attrition can sap your energy and dent your bottom line.Employee turnover is costly in multiple ways. When an employee leaves, you’re not only losing their skills and knowledge but also facing a temporary dip in productivity and the expenses associated with hiring and training a replacement. Just as significantly, the departure of a team member can impact the morale of those who remain.But how can you spot the signs that an employee might be eyeing the runway? How can you keep your valuable team members engaged and on board?
Let’s look at six red flags that might indicate an employee is considering a change:1. Drop in engagement — A once-enthusiastic employee who now seems disconnected from their work or team might be browsing the job boards.2. Unexpected changes in performance — A sudden dip in productivity or quality of work could signal dissatisfaction or divided attention.3. Increased time off — More frequent absences or sudden use of accumulated leave might indicate job interviews or a need for distance from work.4. Reaction to organizational changes — Pay attention to how employees respond to new policies or restructuring. Strong negative reactions could be red flags.5. Stagnation in professional growth — Employees who feel their career has plateaued may start looking for advancement opportunities elsewhere.6. Shifts in attitude toward compensation — If an employee suddenly seems more concerned about pay or benefits, they might be comparing your offer to others in the market.
Keeping an eye out for the six red flags can help you spot potential flight risks early on. But let’s face it: even the most observant managers and HR professionals can miss things. This is where data analytics comes into play, offering a more comprehensive and objective approach to predicting flight risk.What if you could predict which employees are most likely to leave before they even start looking for a new job? In today’s data-driven world, this isn’t just a wishful thought. Employee flight risk models use a variety of data points to assess the likelihood of an employee leaving. These typically include:1. Compensation data — How does the employee’s pay compare to market rates?2. Tenure information — How long has the employee been with the company?3. Performance metrics — What do recent performance reviews reveal?4. Engagement survey results — How satisfied and engaged is the employee?5. Career development opportunities — Has the employee received promotions or additional training?Advanced techniques like machine learning can uncover complex relationships and patterns in these data points that might evade even the most watchful manager. By calculating a flight risk score for each employee, you can segment your workforce and focus your retention efforts where they’re most needed. You can also customize this “scorecard” to fit your company, giving more weight to factors that matter most in your industry.
Having identified your flight-risk employees through data analysis, your next step is to develop targeted retention strategies. Here’s what you can do:1. Create clear career paths. When employees see a future with you, they’re more likely to stick around. Develop a career lattice, not just a ladder, showing both vertical and horizontal growth opportunities. For example, create sample role profiles that detail the skills and experiences needed for various positions.2. Establish mentorship programs. Pair flight-risk employees with experienced mentors who can provide guidance and support. Consider reverse mentoring, too, where younger employees mentor more tenured staff on new technologies or trends. The chance to serve as a tutor can boost engagement.3. Offer personalized learning plans. Work with employees to create growth plans that align with their career goals and your organization’s needs. Use regular check-ins to discuss progress and adjust plans as needed. Consider offering a learning stipend that employees can use for courses, conferences or books related to their field.4. Be an empathetic leader. It’s a cliche worth repeating: employees don’t leave companies — they leave managers. Empathetic leadership creates a supportive work environment where workers feel valued and understood. When managers take the time to understand their team members’ perspectives, challenges and aspirations, they’re better equipped to address concerns before they lead to turnover.5. Increase workplace flexibility. Offer flexible hours or remote work options, but don’t stop there. Request advanced training on leading remote and hybrid teams effectively and invest in tools that facilitate remote collaboration.6. Enhance communication channels. When team members feel heard, they’re more likely to voice concerns before considering leaving. Mix formal and informal communication methods. For instance, hold weekly team check-ins where everyone shares wins and challenges. Set up regular one-on-ones with each team member, focusing not just on tasks but on their overall job satisfaction and career aspirations.7. Review compensation. Use resources like the Robert Half Salary Guide to ensure your pay and benefits are competitive within your industry. Conduct regular market analyses to stay competitive and be transparent about your compensation philosophy.The future of employee retention isn’t about reacting to turnover — it’s about predicting flight risks and reducing the chance they turn into actual turnover. By identifying key indicators of employee dissatisfaction and implementing proactive retention strategies, companies can significantly reduce turnover rates and build a resilient and dedicated workforce.Robert Half provides custom solutions to help you with building teams. Learn more.
