Three Warning Signs That Your Startup Employee is Losing Interest

Hiring the right people to join your startup team is not an easy thing to do. If you have done it, you know what I mean. It is difficult to find people, who are not only talented and skilled, but also highly motivated and devoted to your ideas, business model and entrepreneurial approach. But forming your startup team is not the hardest thing – watching a valuable employee go is way much harder! So, how can you know if one of your team members is losing interest and is thinking about moving on with their career elsewhere? Here you can find three warning signs that may indicate if your employee is considering leaving your startup.

The enthusiasm is gone

Being part of a startup is very exciting experience. The idea of growing a business with other people, who share your vision and who inspire you, is one of the many reasons why many people choose to join a startup. This excitement is what keeps the team close and it is easy to notice if one of the team members have lost their creative spark somewhere along the way. The lost of enthusiasm is a worrisome sign, which shouldn’t be ignored if you want to keep your team the way it is.

They don’t share their ideas

If your employee loses interest in the work they do for your company, it is very likely that they will stop working as hard as they used to. If you notice that your employee is not using their creativity the way they used to and seem like they don’t put much effort into changing that, you should take this as a warning sign and act towards resolving the issue before it is too late.

Disconnecting on purpose

If you notice that an employee is becoming distant from the rest of the team, the best thing you can do is to talk to them and see where the core of the problem is. It is possible that they have other reasons to do so – silent conflict or other personal issue, – whatever the reasons are, they should be resolved if you don’t want to see your employee go.

Have you ever experienced such a situation? How did you deal with it – did you let the employee go or you tried to inspire and motivate them once again in order to stay?


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