Here are three behaviors to look out for.
You know that it costs you a pretty penny when an employee quits. The Work Institute estimates it costs employers of hourly workers $8,500 to replace an employee-not to mention the overtime costs associated with having a gap in the team. To prevent turnover and the costs that come along with it, are you doing everything you can to ensure your current employees remain on board?
If you maintain ongoing relationships with your employees and keep a finger on the pulse of your practice, you'll recognize the warning signs of employees who are frustrated or considering quitting. This could help you intervene before it's too late. So be on the lookout for:
Attitude changes. Most employees aren't very good at putting on an act. If they're thinking about leaving, they'll mentally start to disconnect, even before they're actively looking for another job. Someone who used to go the extra mile becomes an average employee-or floats by doing just the bare minimum. Maybe they're showing up 10 minutes late for their shift and taking a longer lunch.
Avoidance. Employees who are thinking of quitting often lay low. For fear of letting slip that they're looking for another job, they avoid taking breaks with coworkers. Even your chattiest employee may suddenly go mum.
Things just don't feel right. Often it's a combination of clues that indicate a worker is disgruntled. You may notice this employee complaining more often to management and colleagues. And maybe some absences seem suspicious-in the back of your mind you're wondering if she's really home sick.
The good news is that you can make changes to create a working environment that reduces turnover. If you offer competitive pay and benefits, reward your staff, and develop a positive team culture in your practice, odds are your employees will stick around.