How to tell if your PA is looking for a new job?

Detecting when an employee is considering new job opportunities can be a delicate task, as individuals often prefer to keep their job search confidential. It’s important to approach this with sensitivity and an understanding that these signs are not definitive proof. Personal circumstances can differ, and behaviours might have alternative explanations so it is important not to jump to any rash conclusions.

If you have that gut feeling that somethings off, here’s some behaviours to look out for:

Change in Attitude:

    • Less excitement: If they’re suddenly less pumped about work, they might be mentally checking out.
    • More distracted: Constantly on personal calls or glued to personal devices? They might be tuning out and searching for new opportunities.

Style Upgrade:

  • Dressed to impress: All of a sudden, they’re rocking a more polished look. Maybe they’ve got interviews on the brain.

Online Presence:

  • LinkedIn makeover: If their LinkedIn is getting a facelift with job tweaks, new skills, or recommendations, they might be shopping around.
  • Networking overdrive: Seeing them at more industry events or going LinkedIn crazy? They’re likely on the prowl.

Time Games:

  • Vanishing acts: Unexplained disappearances during work hours? Maybe they’re off for interviews.
  • Doc’s excuses: A sudden surge in “doctor’s appointments” could be code for job hunting. 

Performance Dip:

  • Deadline struggles: If they used to nail deadlines but are suddenly missing the mark, they might be switching off.
  • Quality quirks: Work quality taking a nosedive? It might be a sign they’re not feeling it anymore.

Secret Agent Stuff:

  • Whisper Sessions: Hush-hush convos or dodging talks about their future? They’re keeping something under wraps.

Straight Talk:

  • Grumble zone: If they’re openly griping about work, they might be on the lookout for an exit.

Remember, these aren’t foolproof signals. If you pick up on these vibes, have a laid-back conversation to get the lowdown on what’s up. Keeping things positive and open might help them be more open and honest on what’s bugging them or making them consider a job change. And like with anything, it’s never too late.

Once you are certain on how your employee is feeling, it’s up to you to decide what you want to do about it. Deciding whether to keep or let go of an employee is a big deal. Here are some down-to-earth areas to think about:

How’s Their Work?

  • Quality check: Is their work good? Like, really good? Or just okay?
  • Getting stuff done: Do they do what they’re supposed to, and do it well?

Skills and Stuff:

  • What’s in their toolbox: Do they have the skills needed for their job? Are those skills still useful?
  • Can they roll with changes: Can they learn new things and adapt to what’s going on?

Are They Into It?

  • Go-getter or not: Do they take the lead and try to make things better, or just chill and wait for instructions?
  • Are they feeling it? How motivated are they? Do they care about what they’re doing?

Team Player or Lone Wolf:

  • Chat skills: Can they talk and work well with others?
  • Team spirit: Do they contribute to a good vibe in the workplace?

Could They Lead?

  • Boss material: Can they step up and take charge if needed?
  • Problem solver: Do they fix things when stuff goes wrong?

Being On Time:

  • Reliability: Do they show up on time and not bail on their responsibilities?

Do They Fit In?

  • Company vibes: Do they get what the company is about and fit in with the gang?

What’s the Word?:

  • Performance reviews: What have people been saying about them in those fancy reviews?
  • Ask around: What’s the gossip? Do colleagues and bosses think they’re doing a good job?

Learning and Growing:

  • Up for a challenge: Are they keen on learning new things and growing professionally?

Rules and Stuff:

  • Playing by the rules: Are they following company rules and not doing anything shady?

Remember to keep it fair, be consistent, and follow the rules when making decisions. If things aren’t going great, maybe chat with them about how they can improve before dropping the axe. Always loop in HR and legal folks before you make any big moves.

If you would like to retain your employees, here are some strategies you can consider to increase the chances of retaining such employees:

Open Communication:

  • Encourage open and honest communication. Let your employees know that you value their contributions and are willing to discuss their concerns.
  • Schedule regular one-on-one meetings to understand their career goals, concerns, and expectations.

Career Development Opportunities:

  • Offer opportunities for professional development and growth within the organisation. This could include training programs, mentorship, or the chance to work on challenging projects.
  • Clearly communicate the potential career paths available within the company.

Show love and appreciation:

  • Acknowledge and appreciate the employee’s contributions. Regularly recognise their achievements, both big and small.
  • Ensure that their efforts are noticed and rewarded, whether through verbal praise, bonuses, or promotions.

Work-Life Balance:

  • Consider offering flexible work arrangements, such as remote work options or adjusted working hours, to accommodate their personal needs.
  • Show understanding and flexibility during challenging times in their personal or professional life.
  • Introduce “Take Your Pet to Work Day” – because nothing says stress relief like having Fido as your co-worker.

Competitive Compensation:

  • Regularly review and adjust the employee’s compensation to ensure that it remains competitive with industry standards.
  • Consider offering additional benefits or bonuses based on performance.

Employee Involvement:

  • Implement a “Wheel of Decision” for major choices. Just hope it doesn’t land on “Everyone works in pyjamas day” when the CEO is visiting

Improve Work Environment:

  • Create a positive and inclusive work environment. Employees are more likely to stay in a workplace where they feel valued, respected, and connected to their colleagues.
  • Address any issues or concerns related to the work environment promptly.

Address Concerns:

  • If the employee has specific concerns or reasons for looking elsewhere, address them proactively. This could involve changes in their role, responsibilities, or team dynamics.

Create a Sense of Purpose:

  • Help employees understand the impact of their work on the overall success of the organisation. Having a sense of purpose can increase job satisfaction.

Stay Informed:

  • Stay informed about industry trends and salary benchmarks. This helps you understand what competitors are offering and allows you to remain competitive.

Remember, not every employee can be retained, and sometimes it may be in the best interest of both parties to part ways amicably. However, by implementing these strategies, you can increase the likelihood of retaining valuable talent within your organisation. Remember, a little laughter can go a long way in creating a positive and engaging workplace. Just be sure to gauge your office culture before implementing any unconventional strategies!

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I have a huge amount of confidence in the team at Attic – they have taken a lot of time and trouble to understand the culture and nuances of our business and it shows. I will keep asking them to support us because I know they will deliver a great result – quickly and with style.

Corporate Headhunters