Presentation Overview: Anita Grantham and Andrew Hollis will discuss how to identify

employee disengagement before it results in turnover. They will share a 90-day framework

for reading early warning signs on the plant floor, including changes in recognition given,

manager check-ins, shift participation, and knowledge-sharing with new hires, and how

these signals typically progress from early withdrawal to full detachment in the weeks

before an employee leaves. Using real manufacturing scenarios, Anita and Andrew will

illustrate how the same behavioral drift shows up in both a high performer who resigns and

a reliable employee who quietly disengages without ever leaving. You will learn four

specific behavioral signals to track, how to build a monthly review cadence using data you

likely already have, and how to structure manager response so that flagging

disengagement early leads to action, not just awareness, back on your own floor.

At the conclusion of this session, participants will be able to:

-The 90-day disengagement pattern, how withdrawal typically progresses in three

stages (withdrawal, detachment, resignation mode) in the weeks before an

employee leaves, and why it's usually invisible to a manager until it's too late to act..

-Four behavioral signals to track, recognition frequency, manager-to-report

interaction, participation variance, and unacknowledged milestones, and how to read

them using systems already in place on the plant floor..

-The difference between a departing high performer and a "quietly checked out"

employee, and why both cost the organization, even when only one of them walks

out the door.

-How to build a monthly review cadence, a lightweight, sustainable practice for

reviewing signal trends before annual surveys or exit interviews would ever catch

them

-How to structure manager response, a clear model for who owns spotting the pattern

(HR) versus who owns the conversation (the frontline manager), so flagged risk

turns into action instead of stalling out.