Recognising When Employees Are Ready to Leave: 6 Silent Departure Cues

Employees typically show 6 silent departure cues before resigning: decreased engagement and productivity, disengagement from company culture, reduced communication with managers, frequent unexplained absences, discreet job-hunting behavior (LinkedIn updates, networking events), and loss of initiative. Recognising these signs early allows managers to conduct stay interviews and address concerns before losing valuable talent.

Why Employee Departure Cues Matter in 2026

The cost of employee turnover in Australia ranges from 50% to 200% of an employee's annual salary when factoring in recruitment, onboarding, lost productivity, and knowledge drain. Yet most resignations aren't spontaneous—employees mentally "quit" weeks or months before formally resigning.

The retention opportunity:

• Research shows that 77% of employee departures are preventable when managers identify warning signs early and take action.

• Understanding departure cues isn't just about damage control—it's about creating a workplace where employees feel valued, heard, and committed to staying.

The 6 Silent Cues of Employee Departure

1. Decreased Engagement and Productivity

What it looks like:

• Missing deadlines they previously met consistently

• Attending fewer meetings or arriving unprepared

• Contributing less to group discussions and brainstorming sessions

• Declining quality of work output

• Reduced volunteering for new projects or responsibilities

Why it happens: Disengaged employees have mentally checked out.

Manager response: Schedule a one-on-one and ask open-ended questions.

2. Disengagement from Company Culture

What it looks like:

• Declining invitations to company events or social activities

• Less interaction with colleagues

• Absence from voluntary initiatives

• Cynical or negative comments about company direction

• Physical withdrawal behaviors

Why it happens: Employees emotionally detach before leaving.

Manager response: Assess disconnect sources and ask reflective questions.

3. Reduced Communication with Management

What it looks like:

• Fewer project updates

• Stopping feedback requests

• Short responses

• Avoiding informal check-ins

• Reduced transparency about challenges

Why it happens: Employees minimize communication to avoid difficult conversations.

Manager response: Re-establish communication and focus on psychological safety.

4. Frequent Unexplained Absences

What it looks like:

• Increased sick days

• More personal days with short notice

• Extended breaks or lateness

• Vague explanations

• Changes in reliability patterns

Why it happens: Interviews, burnout, or personal issues.

Manager response: Address patterns compassionately and offer support.

5. Discreet Job-Hunting Behavior

What it looks like:

• Updated LinkedIn profile

• Attending networking events

• Private calls

• Clustered appointments

• Documenting projects

• Requesting work samples

Why it happens: Active job exploration.

Manager response: Initiate a supportive conversation focused on motivations.

6. Loss of Initiative and Ambition

What it looks like:

• Minimum job effort

• No new ideas

• Declining opportunities

• Passive participation

• Disinterest in development

Why it happens: Disconnection from long-term role.

Manager response: Explore career aspirations and growth opportunities.

“Recognising the silent cues of employee departure is not just about retaining talent; it's about creating a workplace where employees feel valued and heard”.

How to Respond to Employee Departure Cues: A 4-Step Framework

Step 1: Conduct Stay Interviews (Not Just Exit Interviews)

Key stay interview questions:

• What do you look forward to most when coming to work?

• What would make you consider leaving?

• Do you feel your contributions are recognized?

• What skills would you like to develop?

• How can management better support you?

Timing: Conduct quarterly or biannually.

Step 2: Address Root Causes, Not Just Symptoms

Common root causes:

• Lack of career progression

• Compensation concerns

• Poor management relationships

• Burnout

• Role misalignment

• Cultural disconnect

Actionable solutions:

• Individual development plans

• Compensation benchmarking

• Leadership training

• Workload audits

• Internal mobility programs

Step 3: Create Psychological Safety for Honest Dialogue

• Normalize career conversations

• Respond non-defensively

• Follow through on promises

• Maintain confidentiality

Step 4: Accept When Retention Isn't Possible

• Conduct exit interviews

• Maintain positive relationships

• Structured offboarding

• Use insights to improve retention

Trending Retention Strategies for 2026

1. Hybrid Work Flexibility (Non-Negotiable)

• Offer hybrid models

• Communicate clearly about in-office needs

2. Skills-Based Career Pathways

• Lateral development

• Project-based growth

• Internal mobility programs

3. Manager Effectiveness Training

• Emotional intelligence

• Active listening

• Coaching skills

4. Financial Wellness Support

• Financial planning resources

• Loan assistance

• Emergency savings programs

5. Transparent Communication About Business Health

• Town halls

• Transparent decision-making

• Clear communication

6. Customized Employee Value Propositions

• Flexible benefits

• Professional development budgets

• Wellness support

• Childcare assistance

Related Questions About Employee Retention

How long before an employee resigns do departure cues appear?

• Usually 6–12 weeks before resignation

• Early intervention improves retention chances

What's the difference between burnout and preparing to leave?

• Burnout includes frustration and requests for help

• Departing employees disengage quietly

Should I confront an employee about updating LinkedIn?

• Avoid confrontation

• Encourage open career discussions

Can counteroffers retain employees?

• Mixed success rates

• Underlying issues often remain unresolved

How to monitor cues without micromanaging?

• Focus on authentic relationships

• Regular check-ins

Evergreen Retention Principles

• Meaningful recognition: Specific appreciation

• Clear expectations: Defined success metrics

• Growth opportunities: Mentorship and skill-building

• Fair compensation: Market benchmarking

• Authentic relationships: Understanding employee motivations

• Purpose-driven work: Connecting work to mission

The Bottom Line: Proactive Retention Beats Reactive Hiring

Recognising silent departure cues is about creating an environment where employees feel valued and motivated to stay.

Key takeaways:

• Watch behavioral patterns over 2–4 weeks

• Stay interviews prevent departures

• Address root causes, not symptoms

• Focus on retaining aligned top performers

Your next step:

• Review your team for subtle signs

• Schedule stay interviews proactively

Need expert guidance? Contact Drake International's HR consulting team at 13 14 48.

Download Stay Interview Template