How to support employees as they move on to their next roles

By Christina Green, Chief People Officer at Signable

One of the most meaningful parts of leading people is watching them grow. We see their confidence build, their skills deepen and their sense of self expand. But growth does not always mean staying where they are. Sometimes the next step in someone’s journey leads them somewhere new. And as managers, how we guide them through that moment matters far more than we realise.

How signs of change usually show up

When someone begins to feel unsettled in their role, it rarely shows up as a big announcement. More often, it’s quieter, small shifts you notice before they do:

●     a change in energy

●     a dip in enthusiasm

●     a few more questions about the future

●     becoming a little more distant or less engaged

These things don’t always mean someone is preparing to leave. Life happens, workloads fluctuate, people go through personal changes and sometimes energy dips for completely normal reasons.

But what they do signal is that something has shifted for that person. And that alone is enough reason for a gentle check-in. Not to jump to conclusions or make assumptions, but to simply open a door.

Why a simple check-in goes a long way

It’s easy to assume someone’s fine, especially if they’re usually steady and reliable. But checking in isn’t about fixing anything straight away, it’s about giving someone space.

A check-in basically says: “I’m paying attention.” “I care.” “You can talk to me.”

Sometimes that’s enough to settle someone. Other times, it opens the door to a conversation they didn’t know how to start.

Creating the right conditions for honesty

People hold things back because they don’t want to let their manager down or seem ungrateful. So your tone matters as much as your words.

Try something simple like:

●     “How are things feeling for you at the moment?”

●     “What’s been on your mind lately?”

●     “Is there anything you need more (or less) of right now?”

These are gentle, open prompts. They give someone room to talk about whatever’s going on; work, confidence, motivation, life outside the office.

If they are thinking about moving on

If someone admits they’re unsure about their role or their future, it doesn’t mean panic. It means they trust you enough to tell you. This is your moment to lead from a place of empathy, not fear.

Sometimes there’s room to grow internally. Sometimes there genuinely isn’t. And sometimes the kindest, most honest thing you can do is acknowledge that they might be ready for something new.

Supporting that isn’t failure. It’s leadership.

Leadership isn’t about keeping people forever

It’s about helping them grow, even if that growth eventually takes them beyond your team.

A thoughtful conversation can:

●     strengthen trust

●     reduce anxiety

●     keep relationships positive

●     protect someone’s confidence during a vulnerable moment

And when they do move on, the way you supported them sticks with them. Most people remember how a manager made them feel far more than they remember the tasks they did.

A simple people manager checklist

When you notice a shift in someone’s energy, engagement or confidence:

1. Pause and observe

Notice the change without making assumptions. Is it consistent? Recent? Out of character?

2. Choose the right moment

Find a calm, private setting, not mid-stress, not in a rush.

3. Open the door gently

Use a soft, non-directive prompt: “How are things feeling for you at the moment?”

4. Listen without fixing

Give space. Let them speak. Stay curious, not defensive.

 5. Explore their “internal boxes”

Are they feeling:

●     Valued?

●     Challenged?

●     Supported?

●     Fairly compensated?

●     Trusted?

●     Balanced between life and work?

Which boxes feel full? Which feels empty?

6. Check what’s within your control

Can you adjust workload, responsibilities, development, support or expectations?

 7. Be honest about what isn’t

Clarity builds trust, even when the answer is “not right now.”

8. Discuss possible next steps

This could be internal growth, new challenges, or acknowledging they may be ready for something different.

9. Follow up

Revisit the conversation. Ask how things are feeling a week or two later.

10. Lead with care

Whether they stay, grow, shift roles or eventually move on, be the leader they remember for the right reasons.

Supporting someone through change isn’t always easy, but doing it well is one of the most meaningful things you can offer as a leader.

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