5 Key Warning Signs Your Employee Is About to Quit — And How to Respond
Employee turnover is costly, disruptive, and often avoidable. According to industry data, the cost of replacing an employee can range from 30% to 150% of their annual salary depending on the role. For growing businesses and HR leaders, identifying early warning signs of resignation is key to improving retention and protecting productivity.
In this guide, we explore the top 5 signs an employee may be preparing to quit — and what actionable steps you can take to re-engage them. This article also includes links to additional hiring advice and workforce planning resources from The Recruitment Org, so you can stay ahead of talent challenges.
1. A Sudden Drop in Engagement or Performance
When a previously consistent employee begins to miss deadlines, disengage from discussions, or deliver subpar work, it’s a clear red flag.
What to look for:
Reduced output or work quality
Withdrawal from team collaboration
Missed or rescheduled meetings
How to respond:
Initiate a low-pressure one-on-one to ask how they’re feeling about their role and responsibilities. Avoid making assumptions; instead, show genuine care and offer support. This also presents an opportunity to revisit KPIs, project alignment, or professional development needs.
Backlink: How to create high-performing teams
2. Increased Absenteeism or Time Off Requests
Frequent sick days, late arrivals, or vague appointments may indicate job interviews or decreased motivation.
What to look for:
Unexplained absenteeism or frequent half-days
Last-minute calendar changes
Increased use of leave without a clear reason
How to respond:
Respect privacy, but approach the issue tactfully. Ask if they’re experiencing any personal or professional stressors. If you suspect disengagement, be proactive in exploring ways to increase satisfaction or offer flexible arrangements.
Backlink: Building employee loyalty in a changing workforce
3. Detachment from Culture or Team Activities
Team engagement is often the first thing to fade when someone has mentally checked out.
What to look for:
Skipping team lunches or after-work events
A noticeable silence in group chats or calls
Reluctance to participate in team projects
How to respond:
Start by inviting them into the fold. Ask for their input in meetings or delegate a collaborative responsibility. Revisit their personal goals and align them with the company’s mission. Culture buy-in matters, and a little inclusion goes a long way.
Backlink: Why recruitment agencies are key to culture alignment
4. Negative Shift in Attitude or Communication
Watch out for increased cynicism, abruptness, or a passive-aggressive tone. This could indicate underlying frustration.
What to look for:
Negative comments about company decisions
Dismissive responses or lack of enthusiasm
Complaints from peers about attitude changes
How to respond:
Use emotional intelligence to navigate the situation. A coaching-style conversation can uncover concerns before they become causes for exit. Consider whether the issue is personal, team-related, or a signal of role misalignment.
Backlink: Hiring advice for identifying resilient employees
5. Increased LinkedIn Activity or Networking
If an employee suddenly updates their LinkedIn, starts connecting with recruiters, or attends networking events, it may be time for a career progression talk.
What to look for:
LinkedIn headline and job description updates
New endorsements and profile views
Attendance at industry meetups or virtual events
How to respond:
Rather than confronting them, initiate a professional development discussion. Offer career growth plans, training budgets, or mentoring opportunities. Employees are more likely to stay when they see a path forward internally.
Backlink: Why a strong EVP helps you retain top performers
Take Action with The Recruitment Org
Recruitment and retention are two sides of the same coin. At The Recruitment Org, we help businesses across Australia and the USA build resilient, future-ready teams with data-backed hiring and retention strategies.
Looking to strengthen your workforce and reduce turnover? Let us help you identify and solve your staffing challenges before they affect performance.
Contact The Recruitment Org today to speak with our team of recruitment specialists and discover how our tailored solutions can work for your business.
The Cost of Employee Turnover
Turnover affects morale, productivity, and continuity. According to Gallup, the cost of replacing a disengaged employee can exceed 200% of their annual salary when factoring in lost knowledge, training, and recruitment. Early intervention is not just good leadership — it's a business imperative.
Action Plan: How to Retain At-Risk Talent
Prioritize regular one-on-ones: Not just performance reviews, but coaching check-ins.
Enhance internal mobility: Promote before they start looking externally.
Foster psychological safety: Encourage open dialogue and honest feedback.
Invest in learning and development: Skill-building reduces flight risk.
Work with a recruitment partner: External recruiters like The Recruitment Org can help identify at-risk talent trends across your industry.
Final Thoughts
No manager wants to be blindsided by a resignation. But with attentive leadership, structured check-ins, and strategic retention practices, you can stay ahead of talent risk. Recognising the early signs gives you a chance to realign, re-engage, and retain your best people.
Explore more hiring advice from The Recruitment Org to build a future-ready workforce today.
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