Real Signs Someone's About to Quit

After running teams for a few years and watching dozens of resignations play out, I've learned the obvious attrition signs aren't always reliable. Changed LinkedIn profiles and sudden sick days have started becoming too obvious.

Ive jotted down some subtle indicators that I have noticed as a pattern in Madsapiens:

1. Meeting behavior shifts dramatically. Not in obvious ways. They start asking different kinds of questions. More about documentation processes. More about knowledge transfer. Not because they're planning - it's subconscious preparation.

   
   

2. Code commits (for tech companies) or general work patterns change. They suddenly start doing exactly what's required. No more, no less. Not because they're lazy - they've mentally checked out.

   
   

3. They start clearing documentation debt. That messy process they've ignored for months? Suddenly they're fixing it. Not out of responsibility - they're clearing conscience.

   
   

4. Subtle network building. More coffee meetings with different team members. More interest in other departments. They're building bridges they'll need later.

   
   

At Madsapiens, we built a simple system - tracking when people access certain HR documents. Notice period details becoming suddenly interesting - There's usually a reason.

Interestingly, once you spot these signs, acting on them often accelerates departure. This is because there is something about the company and the way it functions, that has caused them to be enticed by another company in the first place. Hence it is better to first deeply understand why they're looking before reacting. Sometimes the reasons surprise you.

We do this by looking at their work patterns, past conversations, hours logged on our internal tools, understanding what irritates them, speaking to their managers subtly about them etc.

Most interesting pattern that we noticed was that top performers leave differently than average ones. They clean things up. Tie loose ends.

Average performers just check out.

So, while it is counter-intuitive, it helps to look out for a sudden increase in quality of work from high performers, with no real incentives fuelling the improvement in work output.

Good talent leaving isn't always bad, however. Sometimes it's exactly what both sides need.

The key is spotting it early enough to manage transition, not always prevent it.