When a company needs to say goodbye to a sizable portion of its staff, they tend to think the whole thing through, but that’s not often the case for people who decide to quit on their own.  When someone is about to quit, a well-prepared organization is able to spot the signs earlier, ideally retaining more good employees talent acquisition.

Even with a great early intervention process, people leave their jobs every day, and every company should extend its process to leverage insights, foster open communication, and when necessary, put risk controls in place for the people who do end up leaving. What’s more, a company with its finger on the pulse is less likely to fall victim to the trends of the day – quiet quitting and “rage applying.”

Workforce Behavior Analytics Create a Better Offramp

Companies need a proactive approach and the right insights. First, with good analytics, managers can spot potential issues and potentially keep someone from quitting by fixing a problem. People might be frustrated by a coworker, dislike a part of their job, or want to improve an inefficient process – all issues that could be addressed well before someone is ready to actually leave the company.

In the case of an employee who does plan to quit, companies need insights to be ready before anything negative can happen. This includes a number of administrative steps that include management, HR, and IT, and it includes better use of employee software.

Rather than wait for someone to quit, companies need to assume that people will quit and start to better recognize the signs. Using activity monitoring technology helps to automate this process, giving companies immediate access to detailed information that can help them be more proactive and build a case if something happens.

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