There’s nothing quite as shocking as discovering one of your employees is looking for a new job, let alone while doing it “on the clock.” However, once the initial surprise wears off, you’ll quickly realize, you have to do something about it. Instead of flying off the handle, we suggest you try one or more of the three strategies below.
Conduct a “Stay” Interview
What is a “Stay” interview you might ask? According to Casey Holcom, a consultant for peopleelement.com, one reason a stay interview is an important tool is because it can be used to gauge employee satisfaction. Holcom says, “Stay surveys (interviews) get to the heart of what would make someone leave, why they’d want to stay at the organization, what type of perks they’d prefer, and other questions around specific aspects of the work relationship.”
If you conduct the “Stay” Interview and feel like your employee has one foot out the door, you should still have time to save the person if the issues discussed are things you can change. Remember, the average open job receives over 250 applications. Even less encouraging, as topinterview.com explains, “Approximately 10 candidates from the initial pool of 250 will be contacted for a phone screen.” What does this mean for you as the employee’s manager? You will hopefully have some time.. Take what you learned in your “Stay” interview, and go to work on it!
Make Sure You Have a Succession Plan
If you feel like the concerns your employee has about their role or the environment aren’t things you can go to work on, you likely have some time to put a succession plan together. According to joblist.com, for employees at a senior level, it takes an average of 10.3 weeks from the time they decide to quit their job, to the time they give formal notice. Now, 10.3 weeks is just an average, so you’ll want to insure you’re assessing all your options to cover the gap if/when this employee departs.
Be Prepared to Confront the Problem
Employees conducting job searches at work or while employed is not rare. According to topresume.com, more than 70 percent of people who are currently employed are considering a new job. As a manager, that means, the numbers do not work in your favor. If you have completed one or more of the steps we’ve previously outlined, you’re already working toward a solution with the job searching employee, but if he or she is actively affecting the morale of your team, or exhibiting poor performance, it might be in your best interest to address the behavior of your employee. You will need to tread lightly if you believe you can salvage your employee as part of your team.
Your employee might just be “testing the water” or was referred to an opportunity by a friend. He or she might not be miserable or even dissatisfied as a member of your team. Given that possibility, it’s likely best if you give your employee the benefit of the doubt. Resist the knee jerk response to believe the worst about your employee and his or her intentions. Instead, investigate where your employee is at by conducting a “Stay” interview, and craft a response or plan based on what you learn during this conversation.