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Jul 5, 2021
Brenda R. Smyth, Supervisor of Content Creation
This post was originally published in September 2017 and has been updated.
We may be in for a post-pandemic employee turnover "tsunami." This prediction from SHRM is jarring, but are there things you can do to sidestep this shake-up before employees quit?
In a hospital, ICU machines beep and hum as numbers and graphs flash in multi-colors. Nurses patiently explain normal ranges as you closely watch for change — dips or spikes signaling ever-so-slight signs of trouble or improvement.
Wouldn’t it be nice if you could pinpoint with such exactness the moment an employee starts to lose momentum, enthusiasm and engagement? Because if you knew it was happening, you might be able to do something.
The ideal time to act is when an employee’s performance begins to fall.
Unfortunately many of the monitoring systems in business measure results. By the time the results become obvious — sales quotas are missed, outstanding work becomes merely average and that fountain of bubbling ideas dries up — the damage is already done.
Managers must be vigilant and recognize clues, noticing early on when employee engagement begins to slip.
While these clues seem obvious — easy to spot — many managers are hesitant to react. Rather than investigate, we wait … justifying the shift as a one-time occurrence, avoiding an awkward confrontation or simply guessing at the reason and blaming it on something out of our control. And occasionally, that’s the right move. But more often, what we’re witnessing is the beginning of a downward trend in engagement. Not reacting allows the decline to gain momentum until the employee’s performance bottoms out or the individual quits.
So, rather than sitting back, start asking some questions, suggests 15five.com. “Communication is the antidote.” Begin an earnest one-on-one conversation with the worker you’re concerned about. Your goal is to find out if there’s a chance to get this employee re-engaged. In an article by Carol Kinsey Goman for forbes.com, she refers to this conversation as a “stay interview.”
Your goal is to create an open, honest dialogue where you’re mostly listening.
One other possible cause that few employees will tell you directly: You may be part of the problem. Think about how you could manage better. We’re all works in progress. Are you micromanaging? Are you providing enough direction, enough recognition, plenty of one-on-one time or the right incentives? Be sure to let the earlier honest conversation be a jumping-off point with your employee … and increase your contact, asking for thoughts or opinions whenever possible. “Shake up his or her daily routine,” suggests David Sturt and Todd Nordstrom for forbes.com. Boredom could be the culprit. Also, be sure you’re showing appreciation and recognition if/when the individual starts re-engaging. Even small steps in the right direction will help get things turned around.
When an employee begins to show signs of decreased engagement, don’t wait to react. You need the best version of every employee. Sure, we all go through normal high and low points at work, but helping a disengaged employee feel listened to, appreciated and supported can help them regain enthusiasm. A simple honest conversation may be all it takes to help you find the cause and begin to fix it before it grows or begins spreading to other employees.
Brenda R. Smyth
Supervisor of Content Creation
Brenda Smyth is supervisor of content creation at SkillPath. Drawing from 20-plus years of business and management experience, her writings have appeared on Forbes.com, Entrepreneur.com and Training Industry Magazine.
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