It is rarely your weakest performer who resigns out of nowhere. It is usually the one you assumed was set.
High performers do not leave because the work got harder, they leave because they stopped being challenged, or stopped being heard, or watched someone less capable get the opportunity they were quietly waiting for. By the time the resignation lands, the decision was made weeks, sometimes months, earlier. What you are seeing is the announcement, not the moment it actually happened.
This is the pattern across Property Management, Sales, Administration and Support alike. The people carrying the most, delivering the most, and asking the least, are often the first to go quiet before they go altogether. Businesses read that silence as contentment. It is usually the opposite.
If you want to know whether your best people are at risk, do not wait for an exit interview to find out. Ask now whether they still feel challenged, whether they can see where they are headed inside the business, and whether the effort they put in is actually being noticed. Retention is not a policy, it is a series of small conversations that either happen or do not.
Losing a strong performer rarely comes down to one thing. It comes down to everything that was never said, on either side.
Who on your team has gone quiet lately, and have you actually asked them why?
Recruit RE connects Real Estate businesses with the right people for the right roles. Find out more at www.recruitre.com.au