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Take her to coffee, use the time to catch up on life and ask how she’s doing (genuinely care, please!), and when the conversation allows it, gently bring up that you noticed her resume and LinkedIn projected when she shared her screen. She’ll probably be embarrassed but somewhat grateful you’re addressing the elephant in the room.
Assuming it’s true... You could say some things like:
- I don’t want to make any assumptions, because I know some people use quarterly or twice annual updates of their resume and LinkedIn as the way they benchmark and take stock of their own professional development, but I’d never forgive myself if I didn’t ask you: are you happy in your role, and with your current career path? Is there anything that I can be doing to better help you?
- after our previous / recent conversations (where, presumably, she’s been positive about her role), I was surprised. Id love to hear what you’re thinking on (any topics you’re worried she is worried about, or keep it open ended)
- we both know you’re a star employee* and I would be devastated to lose you, but I also hope you know without a shadow of a doubt that I support you wholeheartedly. If you are set on leaving, for whatever reason, I hope you feel comfortable coming to me in the hopes I can help address your concerns and in an effort to keep you here with us. And if you’re still set on leaving, I hope you know that I would be honored to be a reference for you.
*if your employee is a star and doesn’t know it, please, please, please start communicating better with them. Acknowledgment, appreciation and thank yous go SO FAR in today’s professional climate, and their importance cannot be underscored enough.
Aw thanks! I really care about my current and former direct reports, so always strive to be the type of manager I needed when I was younger.
I always assume that people are actively looking for new roles- our industry moves too quickly to assume otherwise.
When you start with that assumption it lends an urgency to the quality of your management and their work experience. In this case if she's actively looking, don't bring it up- but do whatever you can to show her you value her and have a plan for her development.
If you want her to stay, make the effort to build a development plan and identify her grievances. There is no need to bring up what you saw.
Though, please respect her privacy of she doesn't tell you everything - it's her decision to stay or go. She could be in a situation where she likes the current job but circumstances or opportunities arose that she wants to just explore further. Can't blame her for living her life.
Thanks, everyone! All very helpful comments and much appreciated.
We have recently given her a payrise, discuss her development plan on a regular basis, give her the opportunities she asks for and have very open channels of communication with weekly 1:1s, informal check ins etc. Perhaps it’s simply time for her to fly the nest!
Will take the advice and find a way for her to open up about how she is feeling.
Thank you!
I’m sure she’s excellent, and perhaps what you saw is an anomaly, but to make a mistake like this makes her sound pretty replaceable. Good thing you caught it and not a client. 🤷🏻♂️