From personal experience in various workplace settings, I've noticed that the process leading up to an employee's resignation is often gradual and marked by silent withdrawal. Employees stop contributing ideas, refuse additional responsibilities, and disengage from team discussions long before submitting a formal notice. This behavior is a clear signal that the employee no longer feels heard or valued. In one instance, a colleague who used to actively participate in meetings suddenly became quiet and reserved. When approached, it became clear they felt their suggestions were repeatedly ignored, leading to decreased motivation and commitment. This aligns with what many studies and experts emphasize: employee voice and recognition are critical to retention. Leaders who foster an open and supportive workplace culture can reverse this trend by encouraging honest communication and valuing employee input. Regular check-ins, recognizing contributions, and creating avenues for feedback help employees feel empowered to share concerns early. These small changes can rebuild trust and engagement. Ultimately, understanding these warning signs can transform how managers approach retention. The goal is to address issues before silence takes over and resignation becomes the final step. Listening genuinely and acting promptly are key to maintaining a committed workforce and a healthy work environment.