Within the workforce, it's typically understood that you should inform the necessary people if you won't be attending a meeting, or if you are intending to leave the organization. It's generally a rule of thumb to give at least two weeks' notice when exiting a position. However, times are changing, and some individuals prefer to use the method referred to as "ghosting" to leave behind their former obligations.
- Don't show up for the interview
- Miss their first day of work
- Leave their job without notice
This can be difficult for employers as losing an employee can also mean losing money. Even more discouraging is that USA Today reports that 20 to 50 percent of applicants and workers are ghosting companies in one form or another. This response – or lack thereof – seems to be correlated with a low unemployment rate. Companies are hiring left and right so employees are often keeping their eyes open for better opportunities. When this "better opportunity" comes along – they vanish into thin air – much like a ghost! While there isn't an exact formula for preventing ghosting, you can follow a few guidelines to hopefully make your potential or current employees want to stick around or at the very least – communicate their intentions.
Abrupt or pushy behavior can often make the employee's onboarding process move backward instead of forward. If you practice patience and have a welcoming demeanor, employees may be less likely to feel intimidated. If they feel comfortable with you, they might be less intimidated when it comes to communicating with you too.
Challenge High-Potential Employees
Create a Positive Culture
Creating a positive and communicative culture in the workplace can be quite the challenge – but so worth it! If you can successfully build this culture, employees will likely feel more welcomed to discuss issues or potential opportunities with their employers. Approachability can be key to a workplace where an employee feels as if they can discuss such matters instead of leaving without notice. As a bonus, if they discuss their reasons and plans for leaving, you may even be able to make an offer that will convince them to stay if you so choose.
This isn't to say that ghosting is the responsibility of the employer, because it absolutely falls on the shoulders of the person that cut off communication. This will likely come around to "haunt" them in future job searches. However, there are always ways that employers can foster an environment for open communication.