The Great Resignation is coming to a workplace near you. Recent studies by PWC and Employment Hero both found that 40% of Australian workers intend on ditching their job in the next 6 months. 

Some employers are already feeling the strain on talent attraction and retention. 

But you don’t have to sit back and wait for it to unfold. You can get a jump on things and reverse the trend by addressing the early warning signs of employee turnover.

Here are 5 signs that turnover is coming to your workplace.

#1 More people asking for raises

Compensation is often a factor in employee turnover. If people are feeling unhappy, burned out or unappreciated in their role, they may seek to increase their salary as compensation and recognition for their contribution. 

#2 Employees are disengaged

If your managers start describing people as disengaged or as not being accountable for getting work done to standard on time, it may be a sign that employees have checked out. Decreased motivation affects productivity and service delivery and can be harmful to your organisation’s reputation. 

Disengagement can also present as silence. If reliable employees stop participating in discussions and providing feedback during meetings, it could mean they’re feeling isolated and may be looking for other opportunities. 

#3 There’s an increase in in-fighting

Mutually respectful relationships between colleagues require effort from all involved. So, when tensions easily and frequently arise and the workplace feels more like a battlefield than cohesive team unit on a sports field, you may find your people are ready to run. The same applies to a change in the social aspects of work. For example, there are fewer group coffee chats and informal team catch ups taking place.

#4 An increase in leave requests 

When employees feel bored, burned out or disconnected from their role and workplace, they may start taking more holidays. So, if your HR team find themselves processing an excess of leave requests, it could be a sign that a more permanent absence is coming. 

#5 Disconnect between people and priorities

When employees disagree with or no longer feel connected to the organisation’s priorities, it can lead to withdrawal and sometimes apathy (especially if they feel their ideas and concerns aren’t heard). 

Further, Covid has reset our personal and professional goals and priorities, so those organisations who aren’t taking action to better understand and respond to the changing needs of their people will struggle most when the Great Resignation hits. 

If you recognise these warning signs in your workplace, then you’ll want to work quickly on efforts to dissuade people from quitting. I encourage you to take a look at our resources that can help you to better understand candidate motivations and how you can improve your EVP.