Don’t panic — superstar employees aren’t ready to jump ship yet. But they are researching new career opportunities, increasing networking efforts and accepting calls from recruiters. They likely have been watching the job market for a while now.

Employers are wise to this shift in commitment and in the job market. More than one in two employers is convinced other companies are seeking to hire away their top people, according to a September survey from Right Management, the workforce consulting arm within ManpowerGroup.

In the face of losing talent, nearly half of more than 1,400 CEOs and human resource professionals from more than 700 companies who responded to the survey doubted the strength of their middle-level pipeline, and only 27 percent agreed their company has a sufficient number of qualified internal candidates to fill open senior manager/executive positions.

Employers have the opportunity to sustain top talent and build stronger internal talent pipelines in the next year, before they’re forced into counter offers.

Signs, Cost of Talent Flight Risk
There are telltale signs that a generally ambitious and highly engaged professional is becoming a flight risk or a person who may entertain a job change. They include:
• Agitation with high demands for travel and long work days; being “wired in” 24/7.
• Low energy and engagement, growing reluctance to accept new projects or assignments.
• Increased general frustration, shortness in replies.
• Visible dissatisfaction with bosses or senior management.
• Search/recruiter calls increasing, noticeable by the number of private calls.
• Taking time off at odd times or at the last minute.

Occasional or uncharacteristic signs like these may not indicate an immediate flight risk, but leaders need to pay attention when they become regular and pervasive. At that point, a strategic conversation with the employee about current challenges, desires, frustrations and goals can head off initial thoughts of a career move. Talent leaders shouldn’t ask if employees are planning to leave. They should focus on their current roles and generate ideas to make them better.