7 Warning Signs that Your Employees are About to Quit


Let’s face it – the hiring process can be a nightmare.  Sorting the wheat from the chaff is an incredibly time-consuming task and there’s no guarantee that you won’t wind up getting burned after hiring a new employee.  And that’s not even taking into account the financial impact of turnover and training costs!

Make sure your employees never quit. Download this free eBook that highlights 6 keys to unlocking your employees potential and guaranteeing long-term success!  

The bottom line is that you should try to keep good employees whenever you can.  But sometimes, for various reasons, those good employees quit.  If you aren’t paying attention, a situation like that can catch you unaware and leave you in a very tight spot.  If you know the warning signs to look for, you can spot employees who are thinking about quitting before they’ve even made up their minds.

Seven Signs Employees are Headed Out the Door

Personal Crisis/Professional Epiphany

Employees have personal lives too – which is something no boss should ever forget.  It’s the balance of work and home life that keeps people on an even keel and – generally – happy in their work.  If something happens in one aspect of their lives, chances are good it’s going to affect the other.

For instance, if an employee is going through a divorce, has recently lost a loved one or is suffering a health-related crisis, these events can often cause a dramatic re-thinking of priorities.  Employees may begin to look elsewhere, thinking that finding greener grass in their work lives with help them feel better in their personal lives.

You can spot this sort of life-altering change by engaging on a real, personal level with your employees.  Ask them how they are doing, take an interest in their families and genuinely empathize with them in their times of need.

If you’d like to keep these employees, try giving them some time off by adjusting their work schedule or even a lightened workload for a short period.  If they have the opportunity to de-stress and take care of what’s happening in their lives off the clock, chances are they’ll be less prone to make rash decisions about their careers.

Jealousy Rears Its Head

Go-getters are often a company’s lifeblood.  Unlike “Yes” men and women, they actually possess the drive and skills that your business can put to good use.  However, these same employees often suffer from jealousy, especially if they get passed over for promotion in favor of others.  Their dedication to their jobs (or their careers) is often – at least partially – to blame for their feelings of envy and anger, as they’ve sacrificed their time to their jobs and feel entitled to promotions.

Unfortunately, their feelings don’t really have any correlation to what’s best for the company.  You have to promote on skill and intuition alone – not on tenure or personal opinion.

Jealousy can manifest itself in many ways, but most often, angered employees will speak out (either within earshot or to other employees) about their hurt feelings.  They want to feel valued and misperceive your action as an intentional slight.  Address the problem quickly by reassuring these employees that their work is indeed valued and – if possible – invest in their skills by offering additional training.

Dressing Up & Cheating On You

If your employee is actively engaged in job seeking, they’re likely using company time to do it.  That means that they may be making calls to competitors on company time, searching the internet for job postings or even interviewing on their lunch hour or break periods.  If you notice your employee is dressing up or spending an inordinate amount of time on the phone or offsite, come right out and ask if they’re looking elsewhere.

Ask them why they are looking elsewhere and actually listen to their responses.  If it’s the company atmosphere they no longer like, suggest possible changes.  If they’re looking for personal advancement, suggest in-house opportunities in order to retain these employees.

Blowing Through Personal Time

If your employee is using an excessive amount of sick, vacation or personal time at the beginning of the year (or yearly cycle), there’s a good chance they’re doing so to get rid of it before they quit.  These days don’t come cheap and using them all at once doesn’t really make any sense – unless they have a good reason.

Often, these employees are already out the door in their own minds, but that doesn’t mean you shouldn’t try and persuade them to stay.  Just don’t be surprised if they elect not to.

They Leave on Time

Clocking out on time may seem like a good thing, but it’s not always.  If your employees can’t really stand their jobs, they’re not going to hang around.  In these instances, rushing out the door at quitting time (or sometimes, just before) can often be the first sign that your employees are slowly giving up on the company, their jobs and their fellow employees.  The balance between work and personal life is beginning to tip.

If you spot this behavior and do nothing about it, it will likely progress into other behaviors such as acting out, speaking out or “giving up.”  However, by engaging with the employee and asking for input, you may be able to figure out a way to change their minds.

Disengaged Attitude/Work Ethic

If your employees begin to “give up” on their job, it will manifest itself in many ways – but the most noticeable will be in their attitudes and work ethic.  If you notice a formerly chipper and productive member of your staff no longer engages with you or other employees, no longer provides spontaneous input, and lets his or her work quality slip, there’s a good chance this employee is sliding down the slippery slope into apathy.  Sometimes this apathy can be brought on by personal stress, but sometimes it’s brought on by a change at the company or even a change in the employee’s expectations.

It may be a good idea to give these types of employee something new to do.  By including them on different types of projects or shifting them to other departments, you may be able to reinvigorate their commitment to the company.

Verbally Expressing Unhappiness

If your employees are actually telling you and others how unhappy they are in their jobs, there’s a good chance they’re ready to quit.  Generally, when these sorts of feeling arise, employees try to keep them to themselves.  They don’t want to be singled out and they don’t want others to see them as “whiners.”

However, as these feelings of unhappiness grow, they get harder and harder to hide.  They’ll often come out around the water cooler, on social media sites or even in your office – giving you the opportunity to address the situation with the employee and look for ways to resolve the situation.

Keep ‘Em If You Can, Can ‘Em if You Can’t

If you spot any of these habits or “tells” in your employees, the first step should always be to engage them.  Opening a dialogue may be all it takes to win an excellent employee over once again.  However, understanding why an employee is doing what they are doing may force you into making a tough decision.

While it’s in your best interest to keep good employees when you can, letting employees go when they become a liability is also in your best interest.  Therefore, if you discover an employee really is intent on quitting, asking them to leave sooner than later may be the best option.  This will allow you to minimize conflict and plan for their replacement without disrupting your company’s overall workflow.


7 Warning Signs that Your Employees are About to Quit by

Chad Halvorson

CEO / Founder of When I Work


  • sbradley@helpahoy.com' SJABradley says:

    Another fairly good giveaway is updating their LinkedIn profiles and ramping up their connections…

  • narvermanagement@gmail.com' Debbie Narver says:

    Good advice. Organizational change can also be a trigger if employees fear they may end up in a lesser position.

  • lupin98@hotmail.com' sammysunshine says:

    How about this? How about making sure that your company is taking the time to engage these employees. If your employees are looking elsewhere, there is a darn good reason. People just don’t uproot their entire careers just for the sake of a few dollars. Objectively examine why your employees are disengaged. Chances are, it is not because they are disloyal or somehow a liability, it is because they really feel there is a problem that continues to be unsolved by your company. Take ownership of employee engagement, keep employees happy (and yes, it can be done without spending wads of money and time) and ask the correct questions. Own up to the shortcomings of your firm. Plain and simple.

    • I couldn’t agree more. Engagement is key. I think these stats articulate some of your points well. http://wheniwork.com/what-todays-employees-want-from-their-managers/ Thanks for sharing!

    • cities87968@mypacks.net' Fatman says:

      Own up to the shortcomings of your firm.

      You can’t do that.

      It is against the Mangler Code.


    • obama@whitehouse.gov' anon says:

      A majority of employee retention problems originate from management.
      Management almost ALWAYS blame company problems on the rank and file employee.
      I know I have and still am subjected by a narcissistic and abusive manager. Upper management is fully aware of this and many “employee’s” have already left.
      Despite filing grievances with the union and winning ALL of the grievances; still NOTHING has been done in dealing with this manager.
      I am currently consulting with legal counsel..

    • t_ashley97@yahoo.com' ashley says:

      exactly My point!! going through a rough time at work morale is so down because of how the managers talk about one another and no not in a nice way. It gets around and no one says anything to each others face if you don’t like their work tell them, if they need to work on goals or expectations at work show them how they can do better not put them down or talk behind their backs. Be a leader like your supposed to be and give them the training they deserve. Especially when people work hard for the pity min.wage that they receive and get treated like their work isnt shi** DONT EXPECT THEM TO STAY AROUND and put up with it damn right i would be looking else where JUST SAYING…..

    • lcrowder3369@gmail.com' LaTanya Moore says:

      Absolute great response!! It’s not always the employees that are the problem. Sometimes the problem may lean towards upper management causing major division in the workplace. They are disengaged for a reason. People have feelings, regardless of the saying do not wear your feelings on your shoulders. I agree with this statement as well. Sometimes an employee is simply not happy because no matter what they do to show their employer that they are doing their absolute best, it is never good enough. I have some friends that feel their jobs are a huge factor of their stresses. Your job should be a place that you love to get up and come to on a day to day basis. It sometimes get to the point that you just don’t feel like getting up to go some days. You go because you have to. When you have some people in upper management that thinks everyone is useless and worthless except for a select few, then you lose all hope and morale of ever feeling like you will be good enough no matter how hard or smart you work. I’ve been to several professional development training courses and have applied most of everything that I’ve learned and still to no avail, it doesn’t work.

    • wejewh@outlook.com' Whoknows says:

      I see this as very true. I have hired thousands of people in my career as a recruiter. I find that almost all people want security, fairness, and a pat on the back for a job well done. People want to contribute and belong to something bigger. A great employee starts with a great leader.

  • pmacguire@outlook.com' PD MacGuire says:

    The worst thing a manager/boss can do is to let it be seen, or even thought, that they have favorites. You cannot afford to be friends with your employees. Even showing favoritism to your own children will raise hackles and cause resentments.

  • whippoorwillorganics@roadrunner.com' whippoorwill says:

    I expressed almost all of these “signs” prior to finally quitting my last job. I was “over-supervised” by an incompetent (until she was 47 she thought there were 52 states! She didn’t know what “antiquated” meant, etc.etc.) micro manager who even attempted to dictate how me and my two other co-workers organized our time and how we even used Outlook! I let the Operations Manager know several times what was happening and how it was affecting the whole team’s morale and motivation. Nothing. Since I left my former co-workers tell me nothing’s changed.

    • Sometimes actions are hard to come by at a company. Good for you for expressing your concerns. Even though they went unheard at that company, you’re better off expressing them just so that you at least have it off your chest. Then if no action is taken, you can take your own action. Thanks for sharing!

    • cities87968@mypacks.net' Fatman says:

      Your former employer would have been better suited if it arranged for that ‘micro manager’ to experience a Trebuchet ride (also known as a career trajectory adjustment).

      It would have been a win-win.

      The company would have kept a valuable employee and rid itself of an incompetent. But, sadly, things didn’t turn out that way. You see, manglers protect each other. You had little other options, but leave.

      Hopefully, that mangler will continue to dance blindfolded in a minefield, and one fateful day…..

  • robyn@giraffian.com' Robyn Stanley says:

    Heh. I wasn’t in the frame of mind to leave my previous company – and at the highest stress point of my entire life, things fell apart and now I’m looking for other work. Now the stress is nearly gone and I’m looking for a new company to settle into. It may end up being a company I’ve created myself.

    • Sometimes it can sneak up on you. If you can find fulfillment in creating your own biz, that’s a fantastic feeling. Thanks for sharing!

    • boezoey@gmail.com' BZ says:

      Sounds pretty much like my former career working for others. And I DID create my own business and loved it a whole lot! Sadly, there came a time when Vendor Management firms got in bed with all my best clients behind my back. I took assignments with some VMs but ultimately they squeezed me out on the money-side. VMs only pay their predetermined, preset small fee regardless of how much time & expense I had to go through to complete their assignments. After about 10 yrs. self-employed my work became no longer fun & profitable. But… I’m thinking I’ll try to diversify

  • bagpipes@nbnet.nb.ca' Been_there says:

    Frankly, I have to say that article looses a lot of credibility despite some very good points because of the employer-biased perspective it was written from.

  • susanna@statton4069.freeserve.co.uk' Statton & Associates Coaching says:

    Another reason to take note? They may be about to jump because they’ve been trying to warn you about the holes in the boat and you haven’t been listening because you think you know you better but the boat might really be about to sink! If you listened you might have been able to save their job and yours too!

    • frontrangewriter@gmail.com' Sally says:

      As a middle manager, I know there are holes in the boat, but I can’t do anything to fix them, and I can no longer hide them from my directs.

    • palainab@gmail.com' FedUP says:

      Exactly. I went to work for a company that won the contract from another company and retained a lot of it’s employees. There was a reason the contract was lost and the legacy employees show it. The current boss was promoted from that pool and has loyalties to these individuals though they are doing nothing professionally to do the contract any good. I came from an environment where professional behavior was mandatory and I just don’t think I can hang around a toxic environment like this. What the boss doesn’t seem to get is that myself and others from my old company have offered advice in order to help him avoid troubles but his allegiance to dead beat legacy employees is driving us new folk right out the door.

    • cities87968@mypacks.net' Fatman says:

      They may be about to jump because they’ve been trying to warn you about
      the holes in the boat and you haven’t been listening because you think
      you know you better but the boat might really be about to sink!

      How about a better metaphor:

      They may be about to jump, because your hull is split open wider than the Titanic, water is pouring in everywhere, the Captain is off playing golf (or whatever); and they do not want to be chained to the deck when the ship finally slips under the waves. They are praying all along that if they manage to get free of the ship, the giant suxxing created by the ship sinking doesn’t pull them under at the last minute.

  • lizzyg275@hotmail.com' LizG says:

    Why is leaving on time a bad sign? You’re not paying them to be there, so why should they? Employees have lives away from work, get over it.

    • myvekk@gmail.com' HelldeskMinion says:

      Not bad in & of itself, but it indicates several other things that may be. Like they are watching the clock to get out ASAP and only there for that time that they absolutely have to be. This further shows they don’t want to be there and wish they were somewhere else. It can also indicate that they aren’t interested in the work, just performing as much as they have to. People who enjoy what they are doing are more productive.

      It also shows that they have already packed up so they can get out on the bell so you lose a bit more time there as well.

      “People who say the dead never come back to life, should be here at quitting time!”

      Yes, I have worked in places like this. The work was fine, and the people I worked with were good. But the Manglement made it hell. And as soon as the clock hit quitting time it was a mass rush out the door.

  • leeming1001@gmail.com' Holly Leeming says:

    Who does these surveys? Try this pay your employee what their worth. In many companies you have go getters, usually start off liking their jobs, that is until they start to feel as they are being taken advantage of. Doing the work of two or three employees, just to have another employee, dodge their own duties, both to receive the same pay, And not as much as a thank you from their employer. These employees will inevitably quit hoping the next employer appreciates them for what they do. So pay an employee for how hard they work, it may give your lazy employees the incentive too work harder, if that doesn’t work, fire them.

    • Brightworthmbuya@gmail.com' Brightworth James says:

      I definitely agree with Holly because i was going through the same thing as she said. I was and still i’m a good worker from the time i got hired until today after resigning. I had to deal with a hard and stressful job i never got a raise for four years the supervisor always putting stress on workers even though we’re short handed with staff. I was doing a job of three people due to the fact that all new hires will only work for a week and then quit due to the hard labor. And also another thing is that it really shows lack of respect for employers to hire new guys and pay them same amount as the vets who have been there longer with no raises but only fake promises And better yet still training the temps who will work there for a week or less.

    • jethompson0524@aol.com' Jen says:

      I totally agree. This has happened so many times to me in the past only to see my former employer hire three people to replace me. How smart is that? And I’m not being arrogant. I just work that hard. I also don’t understand why this article says that the go getters need to be told they’re valued (even though they’ve promoted another employee based on not being a go getter) and offered more training? Ummmmm, they didn’t get passed over for a promotion because they aren’t qualified. They were passed over for not kissing ass. I’ll take a hard worker over an ass kisser any day. But in the end, I’ll always have a job because of my work ethic. Even if I had to take a job that was a demotion from what I’m experienced in, that’s okay by me. I’ll only work for those that appreciate it.

    • masterpoopen@hotmail.com' Jazzy says:

      Holly, Thank you, thank you, my thoughts exactly!!! I’ve been doing my current position for 7-8 years at the same company, I’ve been told by my bosses that I consistently excel in areas that others struggle in and have asked me to be the go-to expert in these areas for others. My reviews are always good, and yes there is always room for improvement – but I feel my direct report is satisfied with me. I manage 20+ clients and even through this nasty recession, I’m starting to see some of my hard work going to fruition (bringing on new divisons and programs).

      Now however, we have this other employee who has only been here 2 years, hired with a Sr title, but same job duties as me. I find out from a reputable ex-boss he was hired at 18-20K more than me. He has 2 accounts (one large but shrinking, and one very small one was added on a couple months ago). However even after training and re-training, reminding and re-reminding, coaching and re-coaching…he cannot seem to grasp our business; he just doesn’t seem to retain anything.

      I’ve seen him push his duties off on others. When approached to handle other projects, he keeps telling us he is super busy, but when he describes what he is busy on, I and others know how long something like that should really take. You can tell he doesn’t know what he’s talking about…it’s like taking 10 minutes to explain to someone how to hang up a jacket, but making it sound like it’s super hard….and if you listen to what he’s saying, you’re thinking “he’s making hanging up a jacket sound hard…”

      He is alienating the team that supports him. He keeps throwing other people under the bus for his short-comings (his boss, IT, Operations). I’ve even suggested to another co-worker who kept on bailing him out of trouble to quit helping him! Let him dig his own grave, I say.

      What I would say to an employer who has incompetent employees is, please listen up when your loyal employees tell you something is wrong. I understand management needs to come to their own conclusions, but I’m sure there are certain actions management can take and can document incompetency. Be aware unknowing good employees may be assisting the incompetent one because they don’t want to see your company fail and/or don’t want to damage a client relationship. But if you alienate your good employees, you’re going to be in quite a bind when you find yourself stuck with the bad one.

      • nesda@gmail.com' Nesda says:

        What about a company’s and the management’s lack of care?? I’ve worked in a company where I have to ask the managers frequently for work because a) there are so much down time, it feels like guilt just sitting on my ass doing jack all day, and b) files were just sitting there waiting to be approved, but no one seem to care despite you telling them several times.

        Not only is it depressing, but you are excessively bored and think about why am I even bothered to be here if there is nothing to do.

  • sltsubs@gmail.com' Halibut says:

    Is the targeted employer audience from a planet that doesn’t exist or Planet Perfect-Bosses-That-Do-Not-Exist?

  • damykofo@gmail.com' Dami says:

    Men! Employees are sore vexed! ;D

  • support@licbangalore.in' Shivakumar A says:

    Providing Life insurance can also help owners to create a kind of sympathy for employees

  • gwe@wewe.com' Willie says:

    If a good employee leaves and the problems aren’t addressed, chances are the next one will leave too or worse yet, you will be stuck with a bad employee who is more than willing to stay at all costs.

  • life@aol.com' Iagreetolife4myself says:

    These signs might be a person who is depressed and hates co-workers, boss, etc. Many instances. @ giving up on workload, if your boss is a tool and giving you tons of work and you have limited time, space, etc aka: resources. Than you are unhappy. Also, I always leave on time because I need to get home by 6 P.M. because I live in a big metropolitan area with that said if your boss is so paranoid and is looking over your shoulder like mine, which I admit the crazy neurotic boss is always the worst boss to have than you beg for a day to get out of dodge. @ Personal crisis and jealousy gosh, that happens at the core of any competing place, either one person wants to succeed and become and have more money or etc. So in theory anyone who is jelious is ready to quit, how stupid can one person be to sell this bs on here. Lastly, personal crisis always and will always come up, for anyone, if your that 1% of people who have a perfect track record, now is a good time to kiss your own a** because no one will do it for you. [;-). People are people, stuff happens, I miss a few day’s here and there, and hell even the boss did. So that means he hates work, this article was written by a complete dimwit. Complete trash.

  • spa_dump@wowway.com' OrionRed says:

    Need to add these:

    They argue with you about matters within their expertise
    It’s not their place to tell you if something is possible or feasible, they have their task in front of them and should be happy to do it.

    They express concern for timelines
    As a boss, you have much more experience and can easily estimate the time needed to complete tasks. No one in your group should feel the need to question your delivery dates.

    They raise concerns about other employees’ behaviors
    You are in charge of everyone, and no one needs to do your job for you. If a person is not performing, you would know.

    They bother you at home on the weekends
    The project is running late because of their lazy work ethic, so they should leave you to rest on your day off instead of calling to ask you for things like door keys and documentation.

    They are inflexible
    In today’s world, business needs change every day. That’s why it should never be a problem for someone to get daily changes in design. It doesn’t matter how long you’ve known about the change, it wasn’t relevant until the wrong product was created.

    They attempt to ask questions at company events
    Upper management holds these events in order to reward the managers for doing such a great job. If they wanted to hear from the riff raff, you wouldn’t need to approve the questions.

    The bottom line / common thread here is that once an employee looks up from their rightfully assigned tasks, they have become a problem. Since there are so many people out of work who are willing to just sit and do what you tell them, you need to get rid of the trouble makers.

    • greywords@gmail.com' Adam's Eye says:

      My workers? I think that I hate ‘em
      They’ve issued a new ultimatum
      “Please show us respect
      We won’t genuflect
      Or learn your new motto verbatim.”

    • petercmullaney@earthlink.net' Goaty McCheese says:

      These are good but they assume that you the boss are good at your job. And sometimes that is not true. A detached boss often doesn’t know how long tasks take, and often doesn’t know who’s performing and who is not. Ultimately, all company problems are problems of leadership. A fish rots from the head down.

    • chatte_noire13@hotmail.com' ChatteNoire13 says:

      Wow. You are a terrible boss with a major ego. I would never work for someone like that. That attitude speaks volumes about your perception of yourself- perfect, incapable of mistakes, all-knowing and all-powerful, and all-important – and your perception of your employees – insignificant, peons, without promise and limited to one purpose. You seem to think you are some kind of corporate god. Not every one wants to be a worker bee forever. I see in your post a desire to keep your spot at the top of the food chain and a resentment of anyone who aspires to be more than they currently are.

      • edgoodman@wowway.com' OrionRed says:

        Just so you know…I was satirizing the tone of the article. I am no one’s boss, not even my own! So I was was trying to poke fun at the target audience that may actually AGREE with that carp.

  • biglazycar@gmail.com' JIM THE BOSS says:


  • ksheldon@triad.rr.com' O2BIrish says:

    Do you honestly think that if an employee wants to leave because of the way they are being treated by a boss that they will come right out and voice why they don’t like it to that boss? I can tell you from personal experience that it doesn’t help anything, and only turns you into a target. Maybe an article on workplace bullying would be in order. I’ve been a victim, and most of the time, it was the bosses doing it.

    I also agree with LizG about the leaving on time issue. There was a guy at a previous employer that you could use the time he left as a benchmark to set your watch. I was told that he had one night when he stayed really late to get some hot jobs done, and got in trouble from the president (it is a rather small company) for not coming in on time. From then on, quitting time was quitting time, no matter what.

    • cities87968@mypacks.net' Fatman says:

      Do you honestly think that if an employee wants to leave because of the
      way they are being treated by a boss that they will come right out and
      voice why they don’t like it to that boss?

      Which is why I never do exit interviews. You are on the way out, why give the cesspool of a company you are leaving any ammunition for making your life miserable in the future. There are bosses and manglers who wouldn’t get it if you beat them over the head with a clue by four. Why waste your time??

      Leave, and go on with your life.

    • greywords@gmail.com' Adam's Eye says:

      My current boss has said to me, “Work is what you do to make money. Family is what you do for your life.”
      A boss who recognizes that, like the business, we’re only there because we need money is a rare gem. Don’t act like your employees are puppies who are excited to see you every time you deign to waltz in the door.

      • barr_97@yahoo.com' NewBoss says:

        I am a new “boss” who owns my own business. I truly got it mixed up! I love what I do and thought that my employees “loved” it too!
        She was only there for the money, not for the passion! She was an excellent at her job, but didn’t want to take on added responsibilities. I’m happy that I hired her, because she taught me the hard way that workers don’t give a crap about your dreams, they are just there for a paycheck. It is unfortunate that I will treat every employee now like they are out to “get” me instead of having a true interest in what the company stands for. :(

        • sidney.ford@gmail.com' Sidney Ford says:

          It’s sad to get harsh life lessons like you’ve described. However, there is a middle ground between expecting others to care deeply about your dreams (what are hers, do you know…or care?) and feeling that every employee is “out to get you.” Please find a mentor, it sounds like you could use the support from someone not on your payroll whom you can easily trust.

        • wejewh@outlook.com' Whoknows says:

          Please do not take on this attitude. You will never be successful if you think this way. People are all motivated by different things, so you need to treat people fairly, but one employee is not necessarily like the other.

    • myvekk@gmail.com' HelldeskMinion says:

      True. You will often get slammed for the slightest infraction, but it is extremely rare to get credit for doing extra to get the job done.

    • misssolitude@gmail.com' Christina says:

      funny, because I’ve gotten in trouble for staying overtime! every single time I’m there over time and the bosses are there, they give me these looks and sometimes shoo me out the door!

      • boezoey@gmail.com' BZ says:

        Most likely because they know they can be held liable to pay you overtime, if you bother to put in to be paid for it (typical 4a non-exempt employee).
        In some cases, especially now days, they could be required to offer you full-time employee benefits (like health insurance!!) but they don’t want to, or decided they can’t afford to, so purposely made your position a part-time job (i.e. less than 30 hrs/week). Then there are contract positions that limit you to work no more than 1000 hrs. in a term (typically 6-12 months). Or it could just be that those guys want to sip on the “top shelf” they keep in their desk drawer, but really don’t want you to hang out with them!

    • nesda@gmail.com' Nesda says:

      No one will voice their opinions to the boss. Who isn’t afriad asking questions will get you canned? Everyone is, even the managers. As much as a terrible boss can be or lack there of, nobody questions the man upstairs.

  • disqus1.heretic@xoxy.net' Colorado_Expat says:

    From the point of view of someone who’s left a job… Toxic bosses are a major reason people leave.

    I had a boss who rose to his position via schmooze & office politics – not via expertise in his field. He was getting kickbacks from our “preferred supplier” for computer & network consumables, blew off subordinate’s warnings regarding network security, insisted his shortcuts regarding server OS upgrades would work despite written warnings from the software publishers specifically cautioning against the path he wanted to take, etc., etc., etc. When I left, my parting statement was that it was “Like leaving the Titanic at Cherbourg after doing the lifeboat math.”

    Unreasonable and / or demeaning expectations from a boss are another factor; demanding a network engineer halt all projects in order to clean out the malware from the boss’ home computer (while overlooking the “adult content” pictures) is never proper – especially when the engineer later gets hit for not delivering the projects on time…

    Among the worst are the bosses who lie to their subordinates in demanding extended hours & weekend work, saying they’d gotten the go-ahead from HR for it, when in actuality, they’d over-promised to their bosses.

  • greywordspay@gmail.com' Big Brother says:

    If an employee is borrowing fellow employees’ logon credentials and downloading massive volumes of your carefully collected data, you may wish to “fire” them before they flee the country and seek asylum.

    Big Brother learned this the hard way.

  • cities87968@mypacks.net' Fatman says:

    Unfortunately, their feelings don’t really have any correlation to what’s best for the company manglement. You have to promote on skill incompetence and intuition favoritism alone – not on tenure leadership ability or personal
    opinion strengths.

    I really needed to fix that paragraph.

    • myvekk@gmail.com' HelldeskMinion says:

      Altered to reflect the reality experienced by those not employed in Manglement, I see.

      You have to promote on skill incompetence and intuition favoritism alone

      I have certainly seen this one occur. When the incompetent, Yes man who Zucked up to the boss was promoted rather than someone competent. After all, promoting the incompetent doesn’t affect the production adversely. Manglement can even point to the fewer CROCKUPS to prove that the incompetent’s promotion was right because of improved productivity!

  • adf@yahooo.com' Adel fay says:

    Shocking how many employers don’t care about their employees
    Some employees are so hard to work with too

    • nesda@gmail.com' Nesda says:

      Its a trickle down effect. Bad crap rots down from the top. Lack of communication and care is often the result of leaving employees feeling clueless, pointless, and motivational/productivity issues. That is why companies like google is able to keep their employees happy because google cares.

  • sabmess_4@msn.com' workhorse says:

    Funny…how that whole “employment at will” thing cuts both ways. Bosses don’t like it when the employee wants to call the shots, but the bosses have no problem casting someone adrift when things don’t go their way.

  • agooding@undsl.com' AG says:

    im in the same situation seems more often than not. im a small IT business owner and keeping good employees is a daily effort but worth it…they see the commitment that we make and we do to them as well. I just had to let go of someone today that had huge potential. The reasons are too long but essentially the team couldn’t rely on him.

    The issue was personal (from my understanding) but he was very quick to decide that he wants to leave. His reason, he love this job, its exciting, but i have other things that il have to think about.

    My “grey area” is ive heard this exact thing before, and i do have a team does the selection as well.
    The reason for the post isnt to decide what pitfalls i think we may have as a company, i do think that we really try to keep our staff (i have a guy working from home for the past week and a half because his wife is expecting), We gave the company a day off if they could answer some IT RELATED questions, we do team building etc etc…

    My grey area is i do agree, man the interviews can be long, short, 3 month, 6 month probation, i think we have realized that if an employee stays 2 Years, they are staying…if we have issues with 6 month persons, they will most likely go.

    i agree with the article from a business owner prospective and i also agree that you need to put all cards on the table with the employee and decide if its worth it. If it is not, you gotta move on and it places a big strain on the movement forward.

    Sorry for the long post as im on here looking to see what new things i can do to interview better and make a better selection – I cant find the right answer yet :

    • jeffphillips2000@gmail.com' Jeff Phillips says:

      Sorry I’m a month late, I don’t even know if I’ll even make it back here to read any reply, however: Yes AG I can hear your enthusiasm for your IT business, as indeed most any newish boss would, but can I just say a few things here? The reason that worker sounded ready to just go was because they themselves had heard all the signs they needed to jump ship at that very point. This is where I come in, if I had (somehow impossibly) been there I was swooped in verbaly and said him or her that they needn’t give it away just because all sounds just too tough at that moment in their workplace! Notice I said their workplace? You asked any of us listening to make helpful comment, I too will help you if you promise to help another. It is truely just as much any of ‘our workplaces’ as it is the bosses, you see. Any and all of us have to attend something somewhere all the time through each year. Do any of us WANT to be at whatever place, no matter how interesting? Seriously, no. But if we feel there’s just the right amount of change through the day, just the right amount of personal space, personal interaction, kindly speaking, then we feel more inclined to turn up, and even do more than normal. I am glad you wrote here, as it helps all those who havn’t gone far enough along as yourself even. I’ll try popping back to hear. But never give up hope. You know they say something about we have to give twice the effort for one gain. Humanity is exactly the same. I might like a number of friends, but the equated effort is just too darned hard to accomplish in real life. Above and beyond this, always do your upmost to keep workers, not just the most productive. If every job could be secured in this world…

  • shem26@gmail.com' Shemy says:

    You are very much so on point.
    I find it very strange that people that work so hard many times are overlooked for promotional opportunities in the workplace.
    Employers, should not make excuses for not promoting employees; neither should they hinder them from moving on or taking a different career path or seeking a new job opportunity.
    “Can em” really? Is this the best advice provided to employers? If so,
    employees probably should stop giving two week notices. Perhaps employees should walk out the door the when they sign their offer letter; and take two weeks off in Maui or so?
    Taking two weeks off; and not giving an employer an advance notice is unprofessional and unreasonable; and so is “Canning employees or hindering their progress.
    Meh, again you are so on point!

  • shem26@gmail.com' Shemy says:

    I agree couldn’t agree more with your post.
    As the old saying goes, “if you can’t give a person what he or she needs; the person will find it elsewhere.”

  • bigdawgs@gmail.com' BigDawg says:

    lets face it, If you were working for Google and Apple, you would find the elements you need to not only keep your job but create a competitive edge as an employee.

  • I am fully agree with Shemy, if employee is not happy company can also struggle

  • fgtsop@gmail.com' jop says:

    Here’s an 8th:

    When their pay sucks and the company is trying to get more value than they’re willing to pay.

    • venusianhorse@icloud.com' FedUp says:

      I just recently a quit a job I hated two weeks ago because of a tyrannical boss. Generally she expected employees to fulfill all of her unrealistic expectations even if it meant working unpaid over time because of the “it’s my business” attitude.

      Loved it at first but as the tasks kept piling on and the micro managing increased, my morale began to deteriorate. As did my health (physical and mental). What crossed the line was her giving an ultimanium of straight up saying “I want you to choose between personal relationship or the job”- so that ended up settling it for me, I decided to quit.
      Although I have nothing else lined up, I do not care. I much rather save my sanity than to go back to that.

  • tami_bishop@comcast.net' naturelover says:

    These are all very true. A coworker from another department and I are doing all of them- actually not even consciously- and we’re both looking elsewhere. Our biggest mutual complaint is that we’re not being trained or advancing the way we’d like even though we have a lot of experience. We’re both tired of begging and pleading for new challenges and being told that everybody’s just too busy and that we all need to do what we do best. We get that. We really do, but we’re bored to tears and it’s affecting our morale. If they don’t have time to train new hires, why were we hired? Speaking for myself, I’m so sick of the cliquishness and favoritism in my department that I could puke. Personally I think that if you let an employee get too stagnant, (s)he will start fault finding to further justify the desire to move on. We are both guilty of that and entertain each other with it. Not a healthy frame of mind for anyone but it does give us a sense of camaraderie and chuckles. I have to say though, that if I were doing more and advancing that I’d be fine there for the long haul. I’m fairly comfortable saying the same for her.

    • mike@mailinator.com' Mike Mander says:

      Meh, take their money, do a subpar job, and find another job. Places like that are not worthy of you putting in hard work. Spend more time looking for a new job, and less time caring about your current one.

  • mike@mailinator.com' Mike Mander says:

    I cant think of ONE job I have ever had, that I did not race out the door AT quitting time. Who in their right mind would want to socialize after work. Its time to go home, relax, enjoy family time, chill. The idea that you are required to slowly saunter out the door of a place of employment is a sign of just how insane the workplace has become. “OMGZ, HE IS LEAVING ON TIME, quick call HR” lolololol

    One thing if your boss asks you to work on a project after work, or you have work piled up you need to finish, but in all honesty, there is little reason to linger once your work day is done.

    • mike@mailinator.com' Mike Mander says:

      oops, guess I don’t follow the corporate party line, and my comment is awaiting “moderation” aka deletion.

    • wejewh@outlook.com' Whoknows says:

      Believe me there are employers that watch what time you leave regardless of how much you work after you get home. There are places that think it is a lack of commitment if you leave on time. Find another job if you find out this is going on.
      My advice: Do not let your job define who you are. Remember your job is there to sustain your life not to be your life. It is easy to get caught up in it, but time goes fast and pretty soon there is little left to enjoy.

  • mrsafeyman110@verizon.net' Rick R says:

    my employee just quit so she can qualify for healthcare. Is this legal to quit your job to remain unemployed to get health care thru exchange

  • elizabet_jonathan@gmail.com' Cydia says:

    In order for QuickPwn to begin its magic, the iPhone needs to be in “Recovery Mode”.
    It is very convenient in that you don’t have to go back to your home display, settings, etc.
    Generally there is more than one way to jailbreak.

  • willowsunstar@gmail.com' Willow says:

    At the company I work for, the support staff is hourly. Staying late without asking for it is frowned upon, and overtime is discouraged. They don’t want to pay us time and a half. People have been disciplined, and even fired, for giving free overtime. Not all companies encourage people to stay late, and going home at quitting time may, in fact, be perfectly normal there.

  • Cosmofro@gmail.com' Tina says:

    Whatever, life insurance is for when your dead, you make no sense! $$$

  • Cosmofro@gmail.com' Tina says:

    What morons, that talk out of being an asinine, about politics, and not feelings or opinions, instead!
    Life insurance,What!!!!
    Does that have to do with, how someone is respected in the work force?
    My owner asks for respect but does not give back in return for his employees!
    Therefore employees suffer for his luxurious life with unruly disconnected attitude, he does not know when it is needed, and when it is not needed he needs to know, and therefore react with impulsive actions.

  • I almost wanted to quit my job just because im feeling insecured every time a new associate comes in I feel like they might take my place sometimes my middle manager was being moody to me I cried hid my stress until I got home I think my middle manager has favoritism in the backroom one time she yells at me go to this table didn’t know what one she was talking about then she yells at me go do the truck she laughed at the others but fusses at me like I did not do anything wrong she like put me wrong that day my supervisor was on vacation I think this all happens when my supervisor is on vacation or not there my supervisor is the nicest boss I ever had she handles anything that goes on my supervisor knows how I am not my middle manager I am pretty sensitive at work with rude people I even get scared of a customer trying to act crazy with me

  • Potus@whitehouse.gov' El Presidente says:

    Seriously? All of this chatter says one thing loud and clear to me. It’s because employers mistreat people. What a waste of time.
    This all comes down to properly managing relationships. People are people. Lest we bring out the bots, that won’t change. I really don’t want to be a bot. Do you?
    Bottom line is most companies really don’t have leaders. Those companies have drones and morons in the ranks. They really don’t have any intention of fixing it because it costs more to fix than it does to populate management with bozons.
    The good news is the pendulum is swinging back in favor of the employees. Take notice moron employers. Keep it steady next time it swings back in your favor. Don’t take unfair advantage. Lastly, stop staffing up with incompetent leaders.

  • mantis1234@hotmail.co.uk' Mantis says:

    I think there sometimes can be an embedded culture of mediocrity, it does seem to me that plenty of managers can’t grasp the fact that if someone wants to further and better themselves and have worked hard their lives to do so, they have every right to do so. If the company cannot help their employee with that, the employee leaves because someone else will. Well I for one have had enough of dictatorial bosses and sycophantic supervisors, I’m working on a plan to leave 9-5 corporate Britain and buy a bar and a house in Spain

  • This site is mostly a stroll-by way of for all of the info you wanted about this and didn’t know who to ask. Glimpse right here, and also you’ll definitely discover it.

  • brandonboucher@outlook.com' bbb says:

    I have been working as a dishwasher. I have been going on line for some time now but I am still on dish. They haven’t increased my pay and they just hired a new line cook.. I feel like this is a slap in this face. I am going to talk to my boss today and tell him.

    -When am I going to be full time line cook?
    -When am I going to get a raise!?

    If I don’t get my straight up answers i’ll pick up my cheque on Wednesday and quit plenty of other jobs out there.

  • kdlofty@yahoo.co.uk' Karl says:

    If you’re going to promote somebody over somebody else who is seen as “next in line” or is trying to build a career, have the professional courtesy and basic respect to talk to them and tell them what’s happening and why.

    They may not like it, but they will appreciate it, and it may gain you some respect back. And to be honest it’s the least you owe them especially if they’ve been loyal to you.

    If you don’t and you just promote over them without saying anything you can’t moan when they get hacked off and there performance drops. They owe you nothing.

    If you treat your employees like that, they will leave in droves, and remember background checks work both ways, if a company has a high turnover of staff, that raises it’s own questions.

  • You made a number of good points there. I did a search on the subject and found most people will have the same opinion with your blog.

  • rosalynlangley@btinternet.com' Roz says:

    My problem is that I work for a boss who doesn’t have a clue what I do. I am the group HR Manager. He owns the business but is an accountant by trade. Consequently, at my review (which I insisted on as it was 6 months late), he told me that I had done a good job with everything he had asked me to do but, as he has no other HR Manager to compare me too, he can’t say whether I have exceeded or not, so no pay rise, even though it had been verbally promised 6 months prior and I had hung on and worked my butt off, expecting him to keep his word.

    Then the Finance Manager, who is clearly a favourite, is given 55.5 days holiday! (Yes, that’s correct), when everyone else only gets 20, is allowed to unofficially work part time on the same pay after returning from mat leave whilst other mothers are looked down on if they have to leave early because their child is ill at school!

    I have talked to him about e value of employee engagement and perceived fairness but he just shouts and says that he knows how much effort people put in so he will reward as he sees fit. I believe I am wasting my time and am looking elsewhere but it’s just so frustrating!

  • Malinchalk1163@gmail.com' thomas kish says:

    Personally we believe in building long-term relationships and making certain that our clients succeed in all their goals because their success is our success. What do you think about that?

  • flyingshamrock@gmail.com' KC Cowgirl says:

    Unfortunately while this article gives some warnings signs it fails to address and make suggestions to employers on the big issue, employee dissatisfaction. This is why most employee’s leave as they are not rewarded sufficiently by their employers and not just in terms of monetary compensation.

    Many employers who survived the 2008 recession took advantage of it believing employee’s were stuck, lucky to have a job and would not go elsewhere. Times have changed and employee’s can and now are leaving in droves for more rewarding situations where they are appreciated and praised. A little goes a long way.

    With the cost of retraining at about 25% of the employee’s annual salary replacing good employee’s is expensive and not necessarily going to yield a like replacement. Employers who do not realize this due so at their own peril.

  • diamondsupra6@gmail.com' Kathy says:

    They express concern for timelines As a boss, you have much more experience and can easily estimate the time needed to complete tasks.

  • Brunetti18819@yahoo.com' Notebook says:

    hello!,I really like your writing so a lot! share we keep in touch more about your article on AOL? I need a specialist on this space to solve my problem. May be that’s you! Taking a look forward to peer you.

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