A study conducted by Timothy M. Gardner, and his fellow colleagues found that employees who plan on quitting emit observable pre-quitting behaviors (3231; 3250). The researchers specifically tested 13 pre-quitting behaviors, and found that these behaviors do in fact predict future turnover (3251). Results from the study found that “a one-unit increase in PQBs increases the odds of voluntary turnover by a factor of 6.48” (3249). This means that the employees who showed more pre-quitting behaviors were “more likely to voluntarily quit than employees who exhibit[ed] fewer of these behaviors” (3249).
This study is significant because its findings confirm the idea that specific behaviors can indicate that an employee is on the verge of quitting. In general, it is extremely beneficial for an employer to know if his/her employee is going to quit. Being able to identify pre-quitting behaviors may help employers prevent future turnover. If an employer finds that one of his/her employees is demonstrating pre-quitting behaviors, that employer has an opportunity to prevent turnover by meeting the needs and/or desires of said employee. For example, let’s say there is a hard-working employee named Megan who begins showing pre-quitting behaviors. Megan is an asset within the company and if she leaves work production will be significantly reduced. As the manager, you decide to have a sit-down with Megan. After the chat, you discover that Megan feels under-appreciated and underpaid. You value Megan’s hard-work and decide to give her a raise and more appreciation. Megan is satisfied and stays at your company because her desires and needs were met.
Now, let’s say you are a manager who isn’t aware that employees exhibit pre-quitting behaviors. Since you don’t know what behaviors to look out for and you are unaware that certain behaviors predict turnover, you probably aren’t going to meet with Megan. Instead, Megan is probably going to show more and more pre-quitting behaviors before she turns in her two-week notice. Perhaps you will feel betrayed or blindsided by her two-week notice. In any case, now that you are missing a valuable employee, work production will slow down. As you interview candidate after candidate you begin to wonder what you could have done to make her stay. You think, if only I knew she was going to quit, I would have done things differently.
Thanks to Gardner’s research, we now know of 13 pre-quitting behaviors that predict voluntary turnover. My suggestion to managers is to create list of all your employees and figure out which ones are showing the most pre-quitting behaviors. The employees showing the most pre-quitting behaviors are the ones most likely to quit. Note, that there are more than 13 pre-quitting behaviors, but these 13 were studied and found to predict turnover rate.
13 Pre-quitting Behaviors:
1. Their work productivity has decreased more than usual (Gardner et al., 3241-3242).
If your employee isn’t working as much as he/she normally does, this could be an indication that your employee is going to quit. Of course, everyone has bad days, so it’s important to figure out if this behavior is a pattern, or a product of circumstance.
2. They have acted less like a team player (Gardner et al., 3241-3242).
An employee who no longer participates on group projects, or is less willing to collaborate with other colleagues could be gearing towards finding a new job. It’s important to keep in mind an employee’s original behavior. If an employee has never acted like a team player, continuing to not act like a team player doesn’t indicate a change in behavior. This employee probably isn’t looking for a new job. However, if an employee who is normally a team player, acts less like a team player, this is cause for serious concern.
3. They have been doing the minimum amount of work more frequently than usual (Gardner et al., 3241-3242).
Number three is interesting because it can be difficult to determine what the minimum amount of work is. Personally, I feel like people have different definitions of the “minimum amount” of work. In this case, it probably depends on the individual manager’s definition since managers were the participants in the study. The managers ranked how often an employee did the minimum amount of work in their own eyes. So, if you are a manager it is up to you to decide to the best of your judgment if an employee is more frequently doing the minimum amount of work.
4. They have been less interested in pleasing their manager (Gardner et al., 3241-3242).
If your employee is no longer interested in pleasing you this can definitely be an indication that the employee is going to quit. For instance, if your employee doesn’t care about completing tasks that will please you this could be a red flag. However, it’s important to reflect. Perhaps your employee feels like there is no point in pleasing you because you never acknowledged their efforts to please you in the first place.
5. They have been less willing to commit to long-term timelines than usual (Gardner et al., 3241-3242).
Personally, I believe this a major giveaway that an employee is likely to quit. An employee who no longer wants to commit to long-term deadlines is probably on the verge of quitting. It makes sense that an employee who plans on quitting in the near future doesn’t want to commit to long-term deadlines. In a way, this can be a kind gesture if the employee doesn’t want to begin a new project and then leave it unfinished.
6. They have exhibited a negative change in attitude (Gardner et al., 3241-3242).
This is a behavior that could be temporary due personal circumstances, but it can also be sign of future voluntary turn-over. An employee’s mood can shift from positive to negative for numerous reason. As a manger, it’s your job to figure out if the shift is due to any work-related reasons.
7. They have exhibited less effort and work motivation than usual (Gardner et al., 3241-3242).
If your employee seems to have lost motivation and no longer puts in the same amount of effort at work, this can be a sign that the employee is going to quit.
8. The have exhibited less focus on job related matters than usual (Gardner et al., 3241-3242).
Does your employee seem distracted at work? Is your employee physically at work, but mentally not focused on job related tasks? If this is the case, your employee may be on the verge of quitting.
9. They have expressed dissatisfaction with their current job more frequently than usual (Gardner et al., 3241-3242).
Again, to me this is a major red flag that an employee might be quitting soon. If an employee is expressing dissatisfaction with work, there is a reason. Maybe the employee feels over-worked. Maybe there’s been a big new change in the company and the employee doesn’t like the change. As a manger, it’s your job to listen to your employees’ complaints and to come up with solutions.
10. They have expressed dissatisfaction with their supervisor more frequently than usual (Gardner et al., 3241-3242).
If an employee is expressing more dissatisfaction with a supervisor than usual it’s important to listen because if you don’t address the employee’s concerns they are likely to quit. Also, know that there are solutions. One of my former colleagues told me that he was moved to a different location and given a new supervisor because he and his supervisor did not get along. Thankfully for him, those in charge listened to his concerns and moved his location. The way I view it is, those in charge were strategic and able to prevent this employee’s turnover by moving him.
11. They have left early from work more frequently than usual (Gardner et al., 3241-3242).
This behavior predicts future voluntary turnover because employees who no longer like their jobs are eager to leave and don’t mind leaving early. Employees who plan on quitting probably don’t care if they get in trouble for leaving work early. They plan on quitting, so to them it really doesn’t matter.
12. They have lost enthusiasm for the mission of the organization (Gardner et al., 3241-3242).
Maybe your employee feels disillusioned about the company’s mission. Or, maybe your employee still believes in the mission, but is no longer passionate about the mission. Either way, this behavior is a sign that your employee may be quitting soon.
13. They have shown less interest in working with customers than usual (Gardner et al., 3241-3242).
Lastly, your employee has shown less interest in working with customers. Of course, this depends on if the employee normally interacts with costumers. If it’s a part of your employee’s job to interact with customers and he/she is no longer interested in working with them, this could be a sign your employee will quit.
Avoid Developing a Bias Towards Employees Exhibiting Pre-Quitting Behaviors
One interesting thing I read in this study is that there was a “negative correlation between PQBs and managers’ liking of the subordinate” (3247). This is concerning because in the study the managers were the ones who rated the pre-quitting behaviors of the employees. Although the researchers noted that pre-quitting behaviors and liking reflect distinct constructs, these results still cause questions. Do managers not like subordinates because they are showing pre-quitting behaviors, or are the managers more likely to identify pre-quitting behaviors in employees that they don’t like? Perhaps the employees were showing a higher degree of pre-quitting behaviors because their managers don’t like them. It’s hard to say for certain, but the researchers seem to believe that the managers don’t like the employees who show pre-quitting behaviors because of the behaviors and not because the managers are exhibiting bias.
In any case, this information is important because managers are probably less likely to help those they don’t like. However, if you want to keep your employees it’s important to listen to their concerns and to take actions to fix the root problem. Before you grow further resentment for your employee’s behavior, ask him/her what is wrong. Do so in a kind manner. Your goal is to help your employee. You want your hard-working employees to stay. And yes, maybe your employee used to be hard-working but isn’t anymore, but don’t give up on him/her. Remember all that the employee is capable of. Of course, not all voluntary turnovers are losses, but there are a lot of high-quality employees who are demonstrating pre-quitting behaviors. These employees are diamonds covered in dust. As a manger, it is your job to help your employees shine again. Employees who are on the verge of quitting can have valid reasons for wanting to quit. If your employee is showing pre-quitting behaviors figure out why, and try your best to fix the problem.
Work Cited:
Gardner, Timothy M., et al. “If You’ve Got Leavin’ on Your Mind: The Identification and Validation of Pre-Quitting Behaviors.” 2018.