What to do when your employees show signs of wanting to jump ship

Sometimes an employee’s best career move might simply be to stay put. Or at least that’s the conclusion of a recent article published by the Wall Street Journal.


With a focus on women and to the backdrop of the Great Resignation, Dorie Clark, consultant, writes that today’s line managers are more willing than ever to take action to address employees’ challenges and issues. She says that, given the opportunity to learn what’s on workers’ minds, managers are increasingly responding favourably in the form of salary increases, promotions and more flexible benefits.


This willingness to oblige workers is part of a drive to retain top talent at a time when, with a record 1,247,000 open job vacancies in the UK, it’s very easy for disgruntled employees to give up on their companies and go elsewhere, taking their valuable networks, skills and experience with them.


Clark’s advice on what managers should do to stem the flow includes:


– Focus on the top 10% to 20% of people you absolutely need to keep, and start talking to them before they get restless.

– Use new hiring, when necessary, to move the company in a new direction.

– If everyone is leaving, look at the reasons.

– If everyone is leaving and nothing at the company is changing, consider whether you should quit yourself.


Clearly, companies can’t meet everyone’s demands or they’ll set a dangerous, untenable precedent. However, by following the above guidelines, Clark argues that companies can keep their most valued staff. And for members of staff themselves, staying put and working through the issues is often the best option. The grass is most certainly not always greener elsewhere.


Whatever your viewpoint, the value of transparency and openness in HR matters is once again highlighted. So have the conversation, shine the light on the issues, and take appropriate action. The stakes are high, as Clarke reminds us, and it’s time for all parties to up their game!


We hope you found this article of interest. Please let us know your comments, and if there are any other topics that you’d like us to touch on in future emails. Your trusted recruitment partners at ABL are, as always, open to your suggestions and keen to help!