Early Signs of Flight Risk Employees and How To Handle Them

There’s no worse feeling for managers than being blindsided by a worker’s resignation. Dissatisfied employees can be difficult to spot, but some may send out warning signs. With businesses across all industries struggling to hire talent, it’s vital to recognize the telltale signs of a flight-risk employee, and have a sound strategy to keep them with your organization.

In this article, we’ll explore practical strategies for identifying and retaining flight-risk workers in today’s evolving labor market.

What is a Flight-Risk Employee?

A flight-risk employee is a worker who is likely to quit their job soon and seek a position elsewhere. A flight-risk employee could be anyone from a new hire to a manager or top performer.

Importance of Identifying and Addressing Flight Risk Early

Productive, motivated, and satisfied employees are the foundation for a successful business. Failing to recognize flight-risk employees and ultimately losing them can cause your business to suffer. It can lead to lower workplace morale, stakeholder concerns, knowledge gaps, and increased workload for other team members.

The more valued employees leave your company, the more challenging and expensive recruiting for your business becomes.

To avoid high levels of turnover and maintain a happy, motivated, and productive workforce, you need to spot flight-risk employees sooner rather than later.

Common Reasons Why Employees Become Flight Risks

Here are some common reasons why an employee may become a flight risk:

A Lack of Career Development Opportunities

If employees don’t feel they have a clear and achievable path for career advancement in your organization, they can quickly become disillusioned, resentful, and disengaged. This can lead them to seek job opportunities elsewhere, where they think their career aspirations will be better understood, supported, and nurtured.

No Flexibility

Employees increasingly value maintaining equilibrium between their personal and professional lives. Overly intensive or rigid work schedules can contribute to a worker becoming a flight-risk, as they may be enticed by companies that promise more flexible roles and a better work-life balance.

Poor Leadership

Uninspiring leadership can contribute to making an employee a flight-risk in any business. If leaders and other senior management fail to demonstrate empathy, trustworthiness, and transparency, it can directly impact both individual worker morale and team dynamics, leaving everyone feeling undervalued and disengaged.

Inadequate Compensation

When workers feel their salary and benefits aren’t aligned with their skillset and contribution, their motivation and commitment to the company will inevitably wane.

A Lack of Meaningful Work

Every employee wants to feel connected to their company’s mission and see the value of their contributions. If they don’t, it can negatively impact their motivation and commitment, ultimately driving them to seek more meaningful work elsewhere.

Early Signs of a Flight Risk Employee

Here are six warning signs to look for when trying to identify flight-risk employees:

1. Decreased Engagement

A sudden drop in an employee’s enthusiasm or participation in work activities signals potential growing disinterest in their role.

2. Absenteeism

Unplanned or frequent absences could point to growing dissatisfaction, burnout, or active job searching.

3. Low Productivity

A dip in a worker’s productivity, or a noticeable decrease from consistently high performance, can indicate growing disengagement and dissatisfaction.

4. Negative Behavior

If someone is more negative than usual or constantly short-tempered, it’s a good indication that something isn’t right.

5. A Lack of Initiative

An unwillingness to take on new projects or complete existing tasks on time is a potential sign that your employee is a flight-risk.

6. Major Life Changes

Employees experiencing a significant change in their personal lives are more likely to leave their jobs as they reevaluate the role of work in their lives. Events like a divorce, the birth of a child, or bereavement, can put workers at greater risk of leaving.

How to Handle Flight-Risk Employees

The best way to identify flight risks is to be alert and proactive. This starts by establishing and maintaining close relationships with all your employees. Make a point of getting to know the people who work for you and listen closely to their personal and professional concerns. It will then be relatively easy to identify someone who is dissatisfied at work and take action to address the problem(s) before they leave.

Ideally, you should actively solicit feedback from all employees who are at risk of leaving. This includes gaining a comprehensive understanding of specific pain points, including personal concerns, compensation misalignment, or perceived lack of career development opportunities.

By doing this, you signal that you value your worker’s perspectives and are genuinely interested in resolving their concerns. This can build more trust and loyalty among flight-risk employees, potentially encouraging them to reconsider their decision to leave and continue investing in their future within your business.

Preventative Measures

As part of their employee retention strategy, organizations should also take steps to avoid ongoing flight-risk situations. Here are some preventative measures to consider:

Prioritize Comprehensive Onboarding and Training

As the saying goes, you only have one chance to make a first impression. The way your workers feel about your company during their initial interactions with you during the hiring process and in their first few days and weeks on the job will influence how long they plan to stay. So, starting with a focused and supportive onboarding process is vital. This includes ensuring your new hires feel welcomed and receive the training and support they need to be successful in their roles.

Offer Competitive Total Rewards Packages

Employees are unlikely to feel like valuable members of your organization if their salaries don’t match those of other companies in your industry or don’t keep pace with inflation and the rising cost of living.

In addition to attractive base salaries, other ways to compensate your employees include bonuses for high performers, medical, vision, and dental benefits, company matching for 401(k) contributions, on-site childcare, and company-provided meals.

Say “Thank You”

People who feel that their hard work is noticed and appreciated are more likely to stay than those who feel undervalued. Calling an employee up or sending them an email or a card thanking them for their time and effort on a specific project are low-cost, high-impact ways to express gratitude.

Embrace Flexible Working Arrangements

One of the most significant shifts in the modern workplace has been the widespread adoption of flexible working arrangements. Fully remote work or hybrid models have become the standard for many organizations. Today, offering employees the flexibility to balance their professional and personal lives isn’t just a perk; it’s a necessity.

Flexible working is especially beneficial for employees with young children and people with disabilities. On a broader scale, it also creates a culture of trust, promoting job satisfaction and loyalty.

Harness Technology

There are endless ways that technological advancements can make your workers’ experience more enjoyable, improving both productivity and retention.

The rise of flexible, on-demand pay systems is one such innovation. These models allow employees to access pay that’s been earned but not yet paid via a mobile app on their smartphones. That means on-demand, anywhere, anytime. It’s an ideal model for hourly-paid employees who work paycheck to paycheck.

Promote Employee Financial Well-Being

Financial wellness benefits are valuable resources for financially stressed workers considering leaving their jobs for a slightly higher-paying role elsewhere. These programs can help employees meet their basic needs, such as food, clothing, and housing, AND enjoy their lives, achieve their goals, and spend their money in ways that will benefit their future (such as becoming debt-free and saving for a comfortable retirement).

They’re designed to help workers manage their expenses, debt, and other unexpected financial situations without experiencing undue financial stress.

Final Word

As the skills shortage continues and the job market remains competitive, organizations need to double down on identifying flight-risk employees and addressing key areas where they could offer workers more support—whether that’s financial or wellbeing-oriented.

Payactiv is the partner of choice for businesses seeking to help employees participate fully in both work and life. Our all-in-one Livelihood benefits platform takes a holistic approach to improving financial wellness and increasing employee satisfaction.

Learn more about Payactiv’s Service, or book your demo now.

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