3 Ways to Ask Employees if They Are Looking for Another Job

Jul 15

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Introduction

Does an employee seem unusually disengaged in the workplace? Are you worried they are looking for another job? Here, we will provide you with resources for approaching employees about possibly leaving your workplace. It is important to note that employees are allowed to look for other jobs, and ultimately, you cannot force them to stay. But, with these tips, you can confidently approach a conversation with this employee.

What Should You Do?

When you think an employee might leave, you must understand that it might not be your fault or that there is an issue with the workplace. The employee might be facing a personal matter that requires them to get a different job or realizes they want a different career. But, in having a conversation with the employee, you can learn the reasoning behind wanting to leave and see if you need to make adjustments to retain workers.

Ask the Employee How They Are Doing

Oftentimes, employees need the space to talk about problems. You can do this by asking the employee to meet with you. You can check in with them about their life and the workplace. If they initiate signs of not liking work or having personal issues, you can ask if they are planning to stay. Prefacing the conversation by asking the employee questions regarding their happiness can help the employee see you care and truly value their success.

If the Employee Expresses Dislike for the Work Environment, Ask Follow-up Questions

As a manager, you seek to make the workplace great for your employees. Ultimately, you may have to improve conditions to retain employees. Asking an employee about possible improvements shows your commitment to them. Other workplaces may offer different benefits, and not all changes will be feasible for your workplace. But, trying to make positive changes for employees may help some of them choose to stay.

Never Try to Convince an Employee to Stay

You may think the easiest way to retain an employee is to convince them to stay, but those who are seeking different jobs are determined to leave. Offering changes to their benefits and salaries that are compatible with competitors is a necessary step to retaining employees. The goal is not to verbally persuade them because they may be more susceptible to leaving in the future.

What This Looks Like and Ways to Ask

Here are 3 example situations and conversations relating to employees seeking a different job. With these examples, you can feel confident and prepared in approaching your employee for a conversation.

Example 1: Rumors of Your Employee Applying For Jobs.

At lunch one day, you heard some coworkers talking about Sarah’s job search. You hear she has been offered some interviews and is extremely excited about them. You are angry you were not made known of this ahead of time.

Instead of expressing your anger toward Sarah, support her career goals. Ask if you can speak with her. In your conversation ask, “How can I support your career goals?” In doing so, you show your interest in helping her succeed. Then, she may offer up that she has looked at some other jobs and you’ll be made aware of the situation.

Example 2: You Notice An Employee Disinterested in Meetings.

Over the past weeks, you see an employee not participating in meetings, when they typically do. You sense they aren’t very passionate about work anymore.

In this scenario, you cannot assume the employee is leaving, but these new behaviors warrant a conversation with the employee. In this meeting say, “I have noticed you have been less engaged at work, is there something you would like to discuss? I want to be supportive of you and your goals, and I am here to help you.” With this, the employee can choose to tell you they are looking for a different job or reveal an explanation for their recent behavior.

Example 3: You Realize An Employee is Having a Drastic Dip in Productivity.

You begin to notice that an employee who typically is on top of their multi-tasking abilities has decreased their productivity levels in the workplace. You see they take longer breaks than before and turn in work of lower quality. You know this employee is capable of more, and this makes you wonder what is happening.

The most important thing you can do is have a conversation with your employee about their productivity. Be ready to present a performance review to solidify your findings. You can use the ManageBetter ReviewBuilder to help comply with concrete phrases that compare their previous performance to their new workplace behavior. Check-in with your employee by asking, “Is this somewhere you can see yourself continue thriving?” Doing so will lead you to some closure as to whether they are looking for another job.

Conclusion

At the end of the day, you cannot force an employee to stay. You can give them support and address their concerns, but if an employee is adamant about leaving they most likely will. Remember, you are not the reason they are looking for a different job, but you have the power to change the workplace for the better when necessary.