Predicting which employees are most likely to leave requires some thought. Some of the most common factors to look out for include:
A New Qualification
MBA status, gaining professional qualifications, will often lead to an individual seeking immediate career advancement.
Employees that have just missed out on a promotion, failed to make partner status etc, tend to feel unwanted, making them a high risk of turnover.
Where a close friend leaves, a trusted manager or mentor, the breakup of a group of friends.
A new manager, a new leader, a different way of doing things, a perceived threat.
Where a pattern of high employee turnover exists it tends to continue unless intervention occurs.
Such as the end of a project. For some employees there is a natural tendency to move after the summer holidays.
Events At Home
Illness, marriage, divorces, births and deaths can trigger a need for a change; be it a different work-life balance, a career break or a new job.
Skills In Demand
If the market for their specific skill is buoyant, expect employees to be checking out potential opportunities, talking to recruitment consultants, reading the job vacancies.
First 6 Months
The first few weeks and months are often a difficult period for new recruits, who may miss aspects of their previous employment, such as familiar faces, emotional support, knowing who to ask for help.
Many employees chose to leave as soon as golden handcuffs payout.
Frequency Of Previous Moves
Some people like change. Two year stays are fairly common. Young people tend to be more frequent movers than older employees.