There are usually signs when a valued employee is thinking of jumping ship—but that’s not much help if you don’t know to look for the signs. A new post on Advisory Board recommends running through a “red flag checklist” to see if you’re in danger of losing your MVP. Such a checklist would include looking for sudden changes in performance, attendance, the level of interest an employee has in their role, a change in the quality of their relationships with coworkers, general attitude, or suspicious comments from colleagues. Disappointments can trigger a job search; for example, if you’re aware that one of your team members is upset about a schedule change or missing out on a promotion, you might want to get a read on their morale. The Advisory Board article suggests there are three general approaches when it comes to broaching this sensitive subject with an employee:
- The “management” approach, in which you would simply inquire about what has the employee especially excited or frustrated currently
- The “personal” approach, which might be best if you have a strong relationship with the person in question; you can be straightforward in telling the individual you’ve noticed subtle changes in their demeanor, such as not contributing as much in team meetings
- The “career pathing” approach, wherein you might draw on your own experience of considering various career options at a given time in your own career
JUCM has looked at this important issue from an urgent care-specific perspective. In Staying Power: How to Retain Your Best People, regular JUCM contributor and Practice Management Editor Alan Ayers (who also happens to be the CEO of Velocity Urgent Care) offers tips on how to conduct a “stay interview” with a valued employee, with the intention of avoiding the need for an exit interview. Read it here.