My Employee is Job Hunting. What Do I Do?
It’s becoming more common for employees to switch jobs periodically to explore new opportunities and, in many cases, earn a higher salary.
Of course, the best case scenario for an employer is to have their team stay around as long as possible, so discovering that an employee is job hunting can be difficult to process. It’s important not to panic and approach the situation strategically. How you respond can ultimately impact team morale and the overall workplace culture.
Today, we’ll be exploring how to recognize if an employee is job hunting, the best practices for addressing the issue, what to avoid, and how to foster a workplace environment that demonstrates high retention and growth.
How Can You Tell If an Employee is Job Hunting?
Your employees have a right to privacy, so there’s no way to know for certain if an employee is job hunting. However, some changes in behaviour can serve as warning signs that an employee is considering or planning to leave. Some examples of this include:
Poor work performance.
Disinterest in long-term projects.
Taking more sick days as usual.
Not wanting to discuss growth opportunities with the company.
Lack of interaction with other team members (especially if they were social at the beginning).
However, it’s important not to jump to conclusions, even if you are noticing these signs. While they can indicate someone is uninvested in the job, that doesn’t necessarily mean they’re job hunting or planning to leave. Sometimes these symptoms can be the result of personal struggles or other problems in the workplace.
What to Do If You Find Out an Employee is Job Hunting
Frankly, there’s not much you can or should do when you find out an employee is job hunting, but there are ways you can benefit from it anyway, and maybe even prevent it.
What Not to Do
Don’t confront them about the job search: Regardless of if you have the employees best interest in mind, it can put them in a really awkward situation. If they wanted you to know, they would tell you.
Don’t fire them: You shouldn’t fire the employee unless you have a genuine reason to (and no, finding out an employee is looking for a new job is not a valid reason to fire them). Firing someone for this reason is a form of retaliation, and can significantly damage your reputation and team morale.
Don’t gossip: It just leads to unnecessary workplace drama and puts you in an unflattering light. Additionally, what you say can eventually get right back to the employee you’re talking about.
Don’t start micromanaging: You may feel the need to be more picky about their work and how they’re performing, but that can actually get them out the door faster.
What You Should Do Instead
Understand the “why”: Reflect on why you think the employee is seeking other opportunities. Are there specific factors like workplace dissatisfaction, lack of growth opportunities, or personal reasons influencing their decision? Understanding the context can help you address potential problems and improve the work environment.
Communicate with your team: If you’re having trouble understanding why someone might want to leave, there’s always an opportunity to ask your team. Without mentioning specifically why, hold a team meeting to discuss how their experience at the organization can be improved. You can also allow team members to weigh in anonymously if that makes them more open and comfortable.
Review your retention strategy: Look for patterns concerning employee dissatisfaction and make necessary adjustments. This could involve reviewing workload, workplace culture, benefits, or professional development initiatives.
Highlight growth opportunities: If the employee's reasons for job hunting relate to career advancement, emphasize any available opportunities for promotion, training, or professional development within your company. Sometimes, a lack of perceived career trajectory can motivate employees to look elsewhere.
Reduce Employee Turnover with a Recruitment Solution That Works
Companies with high turnover all suffer from the same three integral problems:
They don’t understand what motivates employees to work long-term for the same place.
In today’s age, job hopping isn’t just about dissatisfaction. In fact, it’s often more beneficial than staying in the same role. Working Canadians see significantly higher salary increases when switching jobs vs. staying in the same job.
They aren’t properly accounting for everything that makes a candidate a good fit.
Employers often have a selfish outlook on what makes a candidate the right person for the job. It’s more than just having the qualifications and experience — it’s also about the company culture and what makes the individual feel fulfilled about working there.
They don’t build a system of support or growth for their employees.
Without proper onboarding, training, or opportunities for development, employees can become easily disconnected from the workplace. Your employees have their own goals to meet. When employers overlook this, they end up turning their organization into just another “dead-end job”, rather than an opportunity for career growth.
With a professional recruitment firm like Campbell Morden, you can ensure you don’t make these mistakes again.
We work with both the employer and the candidates to immediately align expectations, ensuring job satisfaction and reducing the chances of turnover. We aren’t just looking to fill a position, we’re looking for the person that will lead your organization into the future.
Want to know how our comprehensive recruitment services can make a difference?
