5 Tell-Tale Signs of a Great Employee Heading Out the Door

From www.hrinasia.com

As much as recruiting and training the best talent for the right job can prove to be a time consuming affair, so is the process of retaining talent a challenge. If you find a smart worker with exceptional talent on board, then it is important for human resource managers to ensure that motivational factors to retain such great talent are deployed.

This is not just restricted to encouraging awards and performance appraisals, but goes beyond to seek and understand the vision, such employees in an organization foresee to grow with the company.

If you’re too busy to pay valuable attention to human capital requirements, then it might be quite possible for you to be surprised someday with the sneaky happenings behind your back.

Some of the warning tell-tale signs that indicate discontent among great employees looking for a job change or planning to quit are:

  1. Prolonged lapses in quality or efficiency

While occasional slip-ups are understandable, but prolonged lapses in quality and efficiency with sloppy work habits followed by a great employee show signs of discontentment. This means the employee has called it “quits” on his mind.

  1. Using excessive personal or vacation time

This definitely doesn’t mean that great workers never fall sick or go on a personal vacation. However, you need to maintain a strict vigil if a great employee is taking time off from work for personal reasons stating medical grounds or seeking extension on a vacation period.

Excessive leaves show lack or loss of interest towards the job on hand and it may be no sooner then you realize that this great employee has taken up a new job and put down his papers.

See: Think About It, Why Do Employees Quit Their Job

  1. Keeping odd hours at work

Arriving late and leaving early from work citing reasons personal or requesting random days off are signs to be on watch out for by the HR.

Also spending time in isolation attending to calls during work hours sneakily with frequent trips away from desk are indicators that the employee is planning to abandon the ship and go off board soon.

Continued strange behavior is an alarming sign conflicting with work, which means you need to talk to this employee and see issues if any bothering on the personal front (let’s assume) can be sorted out.

  1. Lack of Interest and Reluctance to Commit

Reluctance to commit to long-term projects, with decreased interests in advancing the organization and avoiding social interactions with members and bosses of the company, such behaviors clearly demonstrate that this great employee is about to quit.

  1. Previous Job Tenure can be Predictive Indicators

Sometimes an average tenure in the last few jobs is predictive indicator on when an employee might quit or start looking. They also at times indicate the employees’ attitude towards life and work.

It is important for an HR manager to stay vigilant on why this frequent quitting and hopping is happening with an employee.  It is important to hold a conversation with such employees to identify reasons on why an employee quits often.

To conclude

While it is always in the best interest of an organization to retain best employees, sometimes letting them go is the best answer. The sooner you discover that a great employee is planning to quit, you have time to allow room for discussion on areas of discontentment on job and then can you work towards it.

This is all in hopes of making the workplace a better level playing field for competent professionals to learn and grow with the company.

8 types of employees who ruin companies

BY JEFF HADEN, Contributing editor, Inc

Oddly enough, it isn’t the truly terrible employees who cause the real problems. Whether clearly incompetent or unbelievably lazy, they’re easy to spot.

So although it’s never fun to fire anyone, at least you know there’s a problem–and you can quickly let the person go and move on.

The real problems are caused by employees who appear to be doing a satisfactory job but meanwhile act like what a friend once called an “insidious cancer,” slowly destroying other employees’ performance, attitude, and morale–and with it, your business.

Here are eight destructive qualities of employees you absolutely must address–or, worst case, need to let go:

1. They lead the meeting after the meeting.

You have a meeting. Issues are raised. Concerns are shared. Decisions are made. Everyone in attendance fully support those decisions. Things are going to happen.

Then someone holds the “meeting after the meeting.” Now she talks about issues she didn’t share earlier with the group. Now he disagrees with the decisions made.

And sometimes they even say to their teams, “Look, I think this is a terrible idea, but we’ve been told to do it, so I guess we need to give it a shot.”

And now, what was going to happen never will. Waiting until after a meeting to say, “I’m not going to support that,” is like saying, “I’ll agree to anything, but that doesn’t mean I’ll actually do it. I’ll even work against it.”

Those people need to work somewhere else.

2. They say, “That’s not my job.”

The smaller the company, the more important it is that employees think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

Even if that means a manager has to help load a truck or a machinist needs to clean up a solvent spill; or the accounting staff needs to hit the shop floor to help complete a rush order; or a CEO needs to man a customer service line during a product crisis. (You get the idea.)

Any task an employee is asked to do–as long as it isn’t unethical, immoral, or illegal, and it’s “below” his or her current position–is a task an employee should be willing to do. (Great employees notice problems and jump in without being asked.)

Saying, “It’s not my job,” says, “I care only about me.” That attitude quickly destroys overall performance because it quickly turns what might have been a cohesive team into a dysfunctional group of individuals.

3. They act as if they’ve already paid their dues.

An employee did great things last year, last month, or even yesterday. You’re appreciative. You’re grateful.

Still, today is a new day. Dues aren’t paid. Dues get paid. The only real measure of any employee’s value is the tangible contribution he or she makes on a daily basis.

Saying, “I’ve paid my dues,” is like saying, “I no longer need to work as hard.” And suddenly, before you know it, other employees start to feel they’ve earned the right to coast too.

4. They think experience is a tangible commodity.

Experience is definitely important, but experience that doesn’t translate into better skills, better performance, and greater achievement is worthless. Experience that just “is” is a waste.

Example: A colleague once said to younger supervisors, “My role is to be a resource.” Great, but then he sat in his office all day waiting for us to come by so he could dispense his pearls of wisdom. Of course, none of us did stop by–we were all busy thinking, “I respect your experience, but I wish your role was to do your job.”

How many years you’ve put in pales in comparison with how many things you’ve done.

Saying, “I have more experience,” is like saying, “I don’t need to justify my decisions or actions.” Experience (or position) should never win an argument. Wisdom, logic, and judgment should always win–regardless of in whom those qualities are found.

5. They love gossip.

Before a meeting, some of us were talking about supervisors in another department when our new boss looked up and said, “Stop. From now on we will never say anything bad about anyone unless they are actually in the room. Period.”

Until then, I never thought of gossip as a part of a company’s culture–gossip just was. We all did it. And it sucked–especially because being the focus of gossip sucked. (And in time, I realized people who gossip suck too.)

If an employee has talked to more than one person about something Martha is doing, wouldn’t everyone be better off if he stepped up and actually talked to Martha about it? And if it’s “not his place” to talk to Martha, it’s definitely not his place to talk aboutMartha.

Saying, “Did you hear what he did?” is like saying, “I have nothing better to do than talk about other people.”

Not only do employees who create a culture of gossip waste time better spent on productive conversations, but they cause other people to respect their co-workers a little less–and anything that diminishes the dignity or respect of any employee should never be tolerated.

6. They use peer pressure to hold others back.

The new employee works hard. She works long hours. She’s hitting targets and exceeding expectations. She rocks. And she eventually hears, from a more “experienced” employee, “You’re working too hard and making the rest of us look bad.”

Where comparisons are concerned, a great employee doesn’t compare herself with others–she compares herself with herself. She wants to “win” that comparison by improving and doing better today than she did yesterday.

Poor employees don’t want to do more; they want others to do less. They don’t want to win. They just want others to make sure they don’t lose.

Saying, “You’re working too hard,” is like saying, “No one should work hard, because Idon’t want to work hard.” And pretty soon very few people do–and the ones who keep trying get shunned for a quality you need every employee to possess.

7. They rush to grab the glory …

OK, maybe he did do nearly all the work. Maybe he did overcome almost every obstacle. Maybe, without him, that high-performance team would have been anything but.

But probably not. Nothing important is ever accomplished alone, even if some people love to act like it.

A good employee and good team player shares the glory. He credits others. He praises. He appreciates. He lets others shine. That’s especially true for an employee in a leadership position–he celebrates the accomplishments of others secure in the knowledge that their success reflects well on him, too.

Saying, “I did all the work,” or ”It was all my idea,” is like saying, “The world revolves around me, and I need everyone to know it.” And even if other people don’t adopt the same philosophy, they resent having to fight for recognition that is rightfully theirs.

8. … And they rush to throw others under the bus.

A vendor complains. A customer feels shortchanged. A co-worker gets mad. No matter what has happened, it’s someone else’s fault.

Sometimes, whatever the issue and regardless of who is actually at fault, some people step in and take the hit. They willingly accept the criticism or abuse, because they know they can handle it (and they know that maybe the person actually at fault cannot).

Few acts are more selfless than taking the undeserved hit. And few acts better cement a relationship. Few acts are more selfish than saying, “It wasn’t me,” especially when, at least in part, itwas.

Saying, “You’ll have to talk to Martha,” is like saying, “We’re not all in this together.” At the best companies, everyone is in it together.

Anyone who isn’t needs to go.

Holding Yourself Together and Pushing Through When All You Feel Like Doing is Quitting

Without wasting a second of your time, let’s dive in.

1) Take a Step Back

When feelings overwhelm you and you feel that you just can’t take it anymore and want to throw in the towel, don’t give in.

Give yourself some breathing room.

Tell yourself, “You know what, I don’t need this right now. I am going to just take a step back. I am going to give myself a break I deserve so that I can deal with this with a cool head when I feel calm and collected.” Read more

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