We have talked before about employee retention and about all the mistakes that a company must avoid if it wants to hold on to its wealth of human resources.<\/p>\n
However, no matter how much effort a company makes in this regard, it is inevitable that sooner or later, an unhappy employee will begin to consider the possibility of finding another job. In such cases, the only way to retain a valuable human resource is to catch the signs of their discontent in time, and take action as soon as possible to solve the problems that are pushing them towards leaving the company.<\/p>\n
At first glance, the best signs that allow us to know that an employee is unsatisfied are behavioral ones.<\/p>\n
Some of these are: suddenly dressing more formal than usual (perhaps in view of a job interview), an increase in the number of personal calls, a certain detachment towards work issues that used to interest them, trying to evade making long-term commitments, etc.<\/p>\n
It must be emphasized, however, that these signs can be easily identified only by close coworkers and managers of small teams, and that in the absence of other more concrete sources of information, an employee\u2019s resignation can come as a bolt from the blue for the Human Resources department and for the managers who would be most affected by it.<\/p>\n
However, if the management of HR processes is digitized, the managers and the HR department can count on a large quantity of data and reports\u2014which, furthermore, are objective and can be tracked automatically\u2014to identify any significant decrease in an employee\u2019s level of engagement and motivation.<\/p>\n
Let’s look at some of this data.<\/p>\n
<\/p>\n
Companies using modern attendance monitoring software<\/a> have a valuable indicator at their disposal to detect any changes in the behavior of an employee.<\/p>\n Sudden and frequent lateness, errors and omissions in clocking in and out, the failure to send timely requests for leave, etc., all generate anomalies in the system that need to be resolved, and can easily set off alarm bells.<\/p>\n <\/p>\nDrops in evaluation results<\/h4>\n