How to Spot Early Signs of a Flight Risk Employee
How to Spot Early Signs of a Flight Risk Employee
Blog Article
Employee turnover can be one of the most costly and disruptive issues a company faces. While some attrition is expected, losing top performers or long-tenured employees without warning can significantly impact team morale, productivity, and your bottom line. That’s why identifying early signs of a flight risk employee is critical to managing a healthy workplace culture.
In this blog, we'll break down what a flight risk employee is, the subtle (and not-so-subtle) signs to watch for, and how to proactively address these risks before they lead to a resignation.
What Is a Flight Risk Employee?
A flight risk employee is someone who may be planning to leave your organization in the near future. They might already be applying for jobs, feeling disengaged, or mentally checked out. While you can’t read minds, there are proven behavioral and emotional indicators that suggest someone is considering an exit.
7 Early Warning Signs of a Flight Risk Employee
1. Decreased Engagement
When an engaged employee suddenly becomes withdrawn in meetings or stops contributing ideas, it’s a red flag. They might stop participating in projects that once excited them, or they may no longer take initiative.
2. Drop in Performance
Performance slumps happen, but if a high performer starts missing deadlines, producing subpar work, or avoiding accountability, it could be a sign of deeper dissatisfaction.
3. Changes in Attitude or Behavior
Watch for sudden mood swings, cynicism, or frustration. A usually upbeat employee becoming irritable or indifferent might be quietly planning their exit.
4. Frequent or Unexplained Absences
If an employee is frequently taking sick days, arriving late, or stepping out during work hours without explanation, they might be attending job interviews or disengaging.
5. Minimal Interaction with Team
Isolation is another subtle indicator. If someone who was once social now avoids team lunches, casual conversations, or company events, it could point to emotional detachment.
6. Update in LinkedIn Activity
While not always conclusive, a sudden flurry of activity on LinkedIn—such as updating job descriptions, adding new skills, or engaging with recruiters—may indicate that someone is actively job hunting.
7. Negative Feedback Through Internal Channels
Anonymous feedback can offer powerful insights. If a team member is consistently expressing dissatisfaction in surveys or feedback forms, they could be on the verge of leaving.
Pro Tip: Use an anonymous employee feedback tool to gather honest, real-time feedback from your team. These tools allow employees to voice concerns they may be hesitant to share openly—giving you a clearer view of morale and potential flight risks.
How to Respond to Potential Flight Risks
1. Have Open Conversations
Initiate one-on-one check-ins to understand how the employee is feeling. Approach the conversation with empathy, not interrogation.
2. Act on Feedback
If employees have shared concerns through feedback platforms, take them seriously. Inaction can make flight risk employees feel unheard and push them further away.
3. Recognize and Reward Efforts
Sometimes, employees just want to feel valued. A simple “thank you” or public recognition can go a long way in boosting retention.
4. Provide Growth Opportunities
A major reason employees leave is a lack of career advancement. Offer training, mentorship, and clear pathways for growth to keep your best talent engaged.
Final Thoughts
Identifying a flight risk employee early can save your organization time, resources, and potential damage to team dynamics. By staying attuned to behavioral cues and gathering honest input using tools like an anonymous employee feedback tool, you can proactively support your team and improve retention.
Don't wait for a resignation letter to understand what’s going wrong—listen early, act often, and show your employees they matter.
Report this page