Red Flags That Indicate Your Top Performers Are About to Quit!

Red Flags That Indicate Your Top Performers Are About to Quit!

Believe it or not, your top performers often work the hardest and add extreme value to your business than your worst performers combined, which is probably why you want to keep them around for as long as possible, right?

You may find yourself in a situation where your top performs quit or resign out of the blue, then you may ask yourself: what went wrong, was their departure that unexpected?

How many of your top performers have quit, leaving you, their leader, manager or boss, wondering why or what happened? People will quit before they ask for what they want or tell you what is wrong. That’s why knowing what to look out for is so powerful.

We’ll explain and explore what four red flags to look out for when trying to figure out if your best employee is about to quit.

If you notice some of these behaviors, remember to act fast and retain your valued employees!


Quite an obvious sign that your employee is unhappy if they no longer find their work rewarding and meaningful. This often happens if your leadership skills are lacking as an employer and don’t show your team the bigger picture and fail to explain how they contribute to the company’s goals and success.

‘’Even if your employee is a top performer, they might get no sense of meaning from their work, mainly if they deal with transactional or manual activities and don’t involve a lot of contact with others’’ says Heather Reading from the Juice, Accelerated Recruitment Learning.

Your top performer can be highly beneficial to your company but they not understand it, as their work brings no satisfaction and resulting in making them feel like they haven’t accomplished anything.

Put yourself in your employees’ position or ‘’shoes’’ as they say. How would you feel? What would you like your manager or boss to do? To battle and understand this feeling of what they are going through, conduct one-on-ones with your employees to talk about their role within the company. During that meeting describe how their work affects the company at large and as a whole, which will help them feel valued. Communication is key!

If your employee finds no meaning at work, they might just quit soon.


When you notice a decline in work productivity and engagement, your employee is likely to be on their way out. Yes, this sounds very harsh but it’s true. Did you know that 73% of disengaged employees are actively looking for another job?

Be sure to look out for certain behaviours such as when an employee stops sharing their ideas, suggestions and observations, they no longer have the will to engage with your business or want to contribute to its success other than the obligatory tasks.

Since engagement and communications is an essential factor for retaining employees, you will need to find ways to promote it. You can’t do this without working closely and being hands on with your employees and making an effort to hear about their day-to-day activities.

If you take the time to actually sit down with them and ask their opinion regarding their job, how they feel when they work or if they are coping with the workload and what would be improved moving forward, you may just light a spark in them again and get them to say as they feel valued.

Lower engagement and productivity is a huge red flag as it shows your employee is unhappy with their job.


Employees who are showing signs of stress are more likely to quit.

According to The World Health Organization, the organization lists burnout as an occupational phenomenon cause by chronic workplace stress. Symptoms include exhaustion, lower productivity, and mental distance to the job or a negative attitude.

None of these symptoms are good for your employees’ mental health, who will eventually quit due to all the stress involved. The sad reality is that burnout happens because no one does anything to improve the well-being of their employees. As a manager, you should find ways to reduce the workload and work stress of each overwhelmed employee.

Ensure you organize meetings with the team to determine whether they need help or assistance with the workload. Be sure to encourage them to ask for help when they feel as if they have way too much on their hands.

If most of your employees are overworked, you need to hire more staff and rethink your strategy and operations to retain them.

When your top-performing employees show evident signs of burnout, they are likely to quit.


Work avoidance is a huge warning sign that your top performing employees are fed up with work and have reached boiling point. After constantly performing well and constantly raising the bar, you might notice that an employee’s behaviour to changing and is starting to avoid work.

This doesn’t have to to limited to tasks avoidance – some employees might even skip work altogether. An employee that used to complete five tasks on a daily basis might be only completing one per day. They will no longer be a volunteer for assignments and tasks or to help others.

Why? Because they no longer have the ‘’capacity’’.

Employees, are feeling very overwhelmed with work in this case and feel underappreciated and are probably burned out. Since you are wanting to your top performers to stay and be happy at work, you should act fast in trying to assist them and address the problems they are encountering at work.

You need to understand and be mindful of the signs that your top performers are displaying at work as they are no longer satisfied with their work and this can help you address the issue/s effectively and on time. Often, it’s the little things that lead to someone quitting and you can usually improve the situation or problem with a little bit of effort that is required.

In summary, if you notice your top employee is showing signs of burnout, avoiding work, and disengaging with you or the team, you need to act fast before you lose them.


Supreme Staffing Group – Superior People, Superior Service

Connecting businesses and the people who drive them.

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Bonuses, Childcare & Incentives; What Are Companies Doing To Attract Workers?

Bonuses, Childcare & Incentives; What Are Companies Doing To Attract Workers?

We understand that workers are in high demand and companies are having a hard time finding the right people to fill the positions.

According to the Labor Department, there has been nine million job openings in the US at the end of May.

To attract applicants away from other businesses and companies formally known as their competitors are now beefing up their Incentives. Ann Elizabeth Konkel, an economist at the job search website said “There is an elevated demand for labor’’. Indeed, job postings were nearly 36% in early July compared to the pre-pandemic static baseline she says.

Job postings that say ‘’urgently hiring’’ or mention ‘’hiring incentives are also on the rise!

Companies & Employers are throwing money at the problem:

Dollar signs are one way to help attract applicants to a job point. “The first line of defence for most business and companies are to throw money at the problem’’ says Lauren Ferrara who is the vice president of recruitment and operations at Recruiting and Consulting Services company Creative Circle. A large number of companies that are struggling to hire have been increasing and raising their wages but salary hikes just aren’t the only way to get the job seeker’s attention. Companies are offering signing or hiring bonuses to employees.

‘’Hiring incentives are one-time costs to employers. When employers get enough workers, they can drop the hiring incentive if they choose to’’ said Konkel. ‘’And that’s very different than raising the wage for all employees.’’

Industries and positions that don’t traditionally offer hiring bonuses are using them to find workers. The size of a hiring bonus can vary and even within the same industry. Konkel recently saw two jobs within the nursing industry being advertised, one job post had a $100 signing bonus and the other was offering $30,000. “Employers are in a crunch right now’’, said Konkel.

In May this year Amazon announced plans to hire over 75,0000 people in fulfilment and transportation jobs with sign-on bonuses of up to $1,000 in a variety of states across the US.

Restaurants have also been offering hiring bonus to potential employees, for instance a popular restaurant in NewYork City is offering a $250 sign-on bonus to counter customer services and counter employees who remain employed at the restaurant for at least 30 days. And job postings for a driving instructor in New York City is advertising a job for $1,500 signing bonus.

Employees are acting fast on the offers:

Drawing out of the hiring process can mean a few things; one losing your applicant within the tight labor – this means a large number of companies are making job offers faster. Ferrara says that she has seen interviews and offers on the spot, interviews and offers the next day, and some companies are moving very, very fast. At least the smart ones are she says. The Global Cyber Security firm Semperis wants to double its employee head count to around 340 people by the end of next year. To help meet their goal, the company has shortened it’s hiring process to 7 days from what it used to be 15 to 20 days.

The company is also offering signing bonuses ranging from $10,000 to $20,000 for some of their senior roles. It’s very difficult to fill a senior sales role as they are in high demand.

Helping with Childcare:

Finding childcare can be very challenging for working parents and a major roadblock for employment especially now after the pandemic. And some employers are addressing this problem to appeal to potential workers and candidates’’.

The co-founder of job search company says that “companies have been offering child care benefits of many different types, not only to align with hybrid schedules’’. Popular US franchises such McDonalds recently accounted plans to add emergency childcare to its benefits as part of a pilot program they hope to attract more workers, the Wall Street Journal reported.

Offering More Flexibility:

According to Ferrara, employers are also being more flexible about new hires at work.

‘’A lot of companies are telling us ‘We don’t care if it’s temporary work, contract or full-time, we are flexible to whatever the candidates’ wants’ she said. She also mentioned that employers are touting work-life balance when it comes to paid time off. Many companies are shifting to an unlimited PTO policy.

Expanding the Digital Pool:

A Digital, E-Commerce and marketing solutions company firm Avionos is looking to add 30 employees to its 120 team by the end of the year to try and help find new hires, broadening it’s potential talent pool. ‘’We can upskill and uplevel.’’ Says Gibson Smith.


Supreme Staffing Group – Superior People, Superior Service

Connecting businesses and the people who drive them.


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