Can You Predict Who Will Quit

Quiet signals. Smarter decisions. Stronger teams.

Turnover is more than a hiring headache.
When a key employee leaves, it doesn’t just cost money—it costs momentum.
Projects slow down. Morale dips. Growth stalls.

But what if you could see it coming?

Large companies like Credit Suisse use data to predict turnover risks—saving millions by acting early.

And here’s the truth:
You don’t need enterprise-level tools to do this in your business.

How small businesses can spot turnover risks early

You already have access to meaningful insights—what’s needed is a fresh way to see them.

1. Exit interviews & feedback
Look for patterns. Are people leaving for similar reasons—burnout, pay, lack of growth?
Patterns point to root causes.

2. Engagement changes
A drop in energy, reduced participation, or rising absences can signal someone is pulling back.

3. Salary and promotion history
If someone’s contributions aren’t being recognized, they may quietly start looking elsewhere.

4. Manager check-ins
Consistent, thoughtful one-to-ones often surface concerns before they turn into resignations.
People rarely leave overnight. There are signs.

What to do when you notice a risk

When someone seems at risk of leaving, don’t wait. Respond with intention.

Retention conversations
Ask directly—what would make them want to stay?

Career development
Show them there’s a future for them inside your business.

Balance the load
Burnout is one of the most preventable causes of turnover. Adjust expectations if needed.

Recognition
Small, consistent appreciation helps people feel seen and valued—every day.

You don’t need a massive team or budget to keep your best people.
Just awareness, intention, and a plan.

If you’re ready to strengthen retention and reduce disruption, we’re here to help you build something more stable—and more sustainable.
Let’s talk.