Think you know who’s loyal on your team? The people you want to keep most may already be headed out the door. According to Gallup, 52% of employees are job hunting. That means many of the people driving your business forward are scanning job boards while logging into your Monday morning meetings.
Most companies don’t realize someone’s checked out until the resignation email arrives. By then, it’s too late. Productivity drops, teams scramble, and morale tanks. If pay, perks, and a strong employer brand aren’t enough, what does it take to keep your best people committed?
Did you know:
Only 60% of employees say their employer asks how to improve the employee experience. That means 2 out of 5 workers never get the chance to share what would make work better for them.
Presence Isn’t the Same as Engagement
It’s easy to assume that if people show up, they’re engaged. But being present isn’t the same as being invested. Have you seen any of the early warning signals? Slower Slack replies, missed check-ins, or a spike in internal transfers could mean loyalty is fading.
“When organizations increase the number of engaged employees, they improve a host of organizational outcomes, including profit, retention rates, and customer service.”
– The State of the Global Workplace Report 2024, Gallup
Clarity: Do I know where we’re going and how I contribute?
Consistency: Do leaders follow through on what they say?
Growth: Is there a path forward or just vague promises?
Trust is built, and broken, in the small moments: how leaders communicate, how quickly they respond, and whether employees feel heard. Get this right, and people stick around to help the company grow. Otherwise, they can check out entirely.
Loyalty shifts quickly. A missed promotion, a tense meeting, unclear expectations, or a surprise policy shift can make even star employees question whether they belong. Similarly, mixed messages from leadership, such as promising growth opportunities but not following through or asking for input but not acting on it, can quickly erode trust.
58% of HR executives say their organizations do nothing with survey results or just tackle ‘easy’ issues.
Most companies rely on annual engagement surveys and exit interviews for clues, but can’t spot early signs of disengagement with their current tools. By the time data shows there’s a problem, your best people may already be gone. And when employees do speak up, their feedback rarely leads to real change. More than half of HR leaders admit their organizations either don’t do anything with survey feedback or only tackle the easy stuff.
See Around Corners, Not in the Rearview
You don’t have to wait for turnover data to tell you what’s wrong. With the right employee voice platform (EVP), you can:
Spot patterns early: Catch shifts in sentiment, absenteeism, and internal transfers
Dig into the “why”: Go beyond the numbers to discover root causes
Act quickly: Focus on what your people care about: trust, transparency, and growth
Close the loop: Share what you heard from employees and how you’re responding
Seramount’s EVP, Assess360, isn’t just another survey. It’s an end-to-end solution that shows you where teams are at risk of turnover, what’s fueling uncertainty, and what to do next. With our innovative listening technology and expert support, you get actionable insights instead of a pile of data. Seramount experts partner with you every step of the way, from analysis to action planning. So, you aren’t just collecting feedback; you’re building a culture where employees want to stay.
A multinational law firm with steady engagement scores missed early signs of a turnover spike among fourth-year associates. With Assess360’s voice sessions, Seramount experts discovered that associates felt burned out and overlooked for promotions. After clarifying the path to promotion and addressing workplace stress, turnover dropped 36%, and the majority of associates felt supported by the firm.
Your best employees won’t always tell you when they’re starting to pull away. Don’t wait for the resignation email to find out who’s checked out. Learn how to keep your best people on board with Assess360.
Maria is a Senior Product Marketing Manager at Seramount. In this role, she supports organizations' efforts to create more inclusive workplaces by providing valuable insights and resources via webinars, blogs, guides, infographics, and more. Prior to joining Seramount, Maria worked in enrollment marketing, diversity recruitment, college admissions, and K-12 case management.
Maria is a Senior Product Marketing Manager at Seramount. In this role, she supports organizations’ efforts to create more inclusive workplaces by providing valuable insights and resources via webinars, blogs, guides, infographics, and more. Prior to joining Seramount, Maria worked in enrollment marketing, diversity recruitment, college admissions, and K-12 case management.
Maria holds a degree in Social Work from Baylor University. She currently resides in Philadelphia, PA. In her free time, she loves trying new brunch spots, connecting with her women’s hiking club, and working on her indoor garden.
