When it comes to running an insurance agency, your team is your biggest asset. Losing a top performer hurts. It’s not just about the numbers, either. It’s about the relationships they’ve built with clients, the respect they’ve earned from coworkers, and the culture they’ve helped shape. When one of your rockstars even hints at leaving, it’s a ripple effect that can cause a lot more than just an empty desk.
Here’s the thing: employees don’t always hand in their resignation the minute they start looking for a new gig. In fact, the best ones—the ones you really don’t want to lose—tend to play it close to the vest. You’ve got to be observant, proactive, and a little bit intuitive to catch the early warning signs.
Let’s dig into 5 subtle indicators that one of your key players might be preparing to move on. More importantly, we’ll cover how you can address the situation to potentially keep them on board.
When a previously consistent and reliable employee starts changing their work habits, it’s time to take notice. This could be someone who always came in early and stayed late, suddenly arriving just on time and leaving right at five. Or maybe they’ve started taking longer lunches or stepping out during the day more frequently.
What to Watch For:
Changes in arrival and departure times
Increased use of personal days or half-days
More frequent appointments or “errands” during work hours
How to Approach It: Start with a casual, non-confrontational check-in. Say something like, “Hey, I’ve noticed your schedule’s shifted a bit lately. Everything going okay?” This opens the door for them to share any personal issues without feeling accused of slacking.
Here’s a sneaky one. Sometimes an employee subconsciously starts passing down their knowledge before they’re even aware they’re planning to leave. They might start documenting processes they used to keep in their head, training a coworker a bit more thoroughly than usual, or emphasizing how to handle tasks if they’re not around.
What to Watch For:
Increased training or mentoring of peers
Creating detailed process documentation
Suggesting backups for their usual tasks
How to Approach It: Compliment them on being proactive and ask what sparked the effort. Say, “I really appreciate how you’ve been training the newer staff on these processes. Just curious—what made you decide to put that together?” Their response can give you insight without directly asking if they’re planning to leave.
If your employee suddenly becomes very interested in certifications, workshops, or new skills that aren’t directly related to their current role, it could be a sign they’re prepping for something new. Yes, growth is important, and you should encourage it—but when someone who’s been content for years suddenly starts upgrading their resume, it’s worth noting.
What to Watch For:
Signing up for external workshops or certifications
Taking courses unrelated to their current role
Updating LinkedIn with new skills or endorsements
How to Approach It: Show genuine interest without making it sound like an interrogation. “Hey, I saw you’re taking that digital marketing course—super cool! Are you looking to apply those skills to what you’re doing here, or is there something else you’re interested in?” This shows you’re supportive while also subtly gathering intel.
Sometimes, an employee who’s mentally checked out actually becomes more efficient—almost like they’re going through the motions but without the usual passion. They’re hitting their numbers, showing up on time, and completing tasks to spec—but that little extra spark is gone.
What to Watch For:
Clocking in and out like clockwork
Meeting expectations but showing no extra enthusiasm
Reduced casual conversation or office banter
How to Approach It: Acknowledge the improved consistency but ask if they’re feeling okay. “You’ve been really consistent lately, and I appreciate it. I just wanted to make sure everything’s good—you’ve seemed a bit quieter than usual.”
You know the drill: LinkedIn profile updates, new connections, and a lot more professional posts. When someone starts fine-tuning their online presence, it’s often because they’re looking to make a move. Even if they’re still engaged at work, this uptick on professional platforms can be a red flag.
What to Watch For:
Frequent LinkedIn updates
New connections with recruiters or competitors
Sharing articles about career growth or industry changes
How to Approach It: Be tactful. “I saw your LinkedIn updates—looks like you’re building your network! Anything exciting you’re working on?” You’ll learn a lot based on how they respond. If they’re evasive, it might be time for a deeper conversation.
Sometimes the best employees leave, and it’s not necessarily your fault. But more often than not, employees who feel seen, heard, and valued are less likely to jump ship. By keeping an eye out for these subtle signs, you can open a dialogue before it’s too late.
The best approach is to be proactive, not reactive. Regular one-on-ones where you genuinely listen can help catch problems before they become resignations. And if you do see the signs? Don’t panic—address the situation calmly, with empathy, and a focus on retention rather than blame.
Stay observant, stay curious, and most importantly—stay connected to your team