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.