Author: April Ogden, Founder and CEO, It’s Your Outcome

The email hits your inbox at 9:07 AM.

Subject: Resignation Notice

Your heart sinks.

You open it, half-hoping it’s a mistake. But there it is—your best employee is leaving.

They thank you for the opportunities. They say it’s “nothing personal.”

But let’s be real—it is.

Because they didn’t feel valued.

Because they didn’t see a future for themselves on your team.

Because they didn’t feel like their voice mattered.

And now, it’s too late to fix it.

Or was it?

Why Leaders Miss the Signs

It doesn’t happen overnight.

One month, they’re fully engaged—bringing ideas, hitting goals, showing up with energy. The next?

• They hesitate before speaking in meetings.
• They stop sharing their thoughts on strategy.
• They go through the motions but no longer feel invested in the work.

They don’t feel seen.

They don’t feel like they belong.

And then one day, they’re gone.

Here’s the brutal truth: Most employees decide to leave months before they resign.

And most managers don’t notice the shift.

But AI does.

The Hidden Signals AI Catches (That Leaders Often Don’t)

Meet Daniel, a mid-level manager at a growing company.

His team was rock-solid—until the numbers started slipping:

• Engagement scores dropped 15%.
• High-potential employees stopped volunteering for new projects.
• Exit surveys flagged “not feeling heard” as a top concern.

Daniel had access to an AI-powered dashboard that flagged these trends before they became problems.

But he waited.

• He figured it was just a phase.
• He assumed employees would speak up if something was wrong.
• He didn’t want to “overreact.”

Three months later:

• Two of his strongest employees resigned.
• A third was interviewing elsewhere.
• By the time he tried to fix it, it was already broken.

But What If Your Company Isn’t Using AI?

Not every company has integrated AI into leadership decision-making.

But here’s why it’s worth considering:

• AI can identify disengagement trends before they become retention issues. It picks up patterns in performance, feedback, and communication.
• AI helps remove leadership blind spots. Sometimes, a manager doesn’t see the signs of burnout, bias, or career stagnation—until it’s too late.
• AI doesn’t replace leadership—it strengthens it. The best leaders combine AI-driven insights with personal conversations and action.

Melissa, a manager in the same situation as Daniel, had the same AI data.

At first, she thought, “It’s not that bad. Maybe I’m overthinking this.”

But she decided to act anyway.

• She scheduled 1:1s—not just with top performers, but with everyone.
• She created space for employees to share ideas—especially those who weren’t speaking up.
• She made real changes, ensuring every employee saw opportunities for growth.

At first, no one said much.

Then, in a 1:1, one employee opened up. They weren’t unhappy—yet. But they weren’t sure if they had a future on the team.

That conversation changed everything.

Melissa adjusted responsibilities to match strengths, opened more leadership pathways, and kept a great employee before they even thought about leaving.

Her team felt valued.

Engagement rebounded. Retention stayed high.

She didn’t wait until an email landed in her inbox. She led before it was too late.

How You Can Take Action Today

If you manage people, ask yourself:

• Who on my team seems “fine” but hasn’t contributed their full voice lately?
• Who might be holding back because they don’t feel their perspective is valued?
• If AI flagged disengagement, would I act—or assume it’ll fix itself?

3 Questions to Ask Your Team This Week:

1️⃣ “What’s one thing that excites you about your work right now?” (If they struggle to answer, that’s a sign.)

2️⃣ “What’s a roadblock I can help remove for you?” (Barriers aren’t always visible—leaders need to ask.)

3️⃣ “What’s one thing we could do to make this a more supportive team?” (Inclusion happens

when everyone helps build it.)

Are You Leading or Reacting?

Your best employees aren’t going to send you a warning email before they check out.

By the time you realize, it’s too late.

The best leaders in 2025 aren’t just focused on business results.

They’re making sure every employee feels seen, heard, and invested in.

They’re taking action before disengagement turns into resignations.

So, when AI flags a workplace issue, what will you do?

Your best employee is thinking about leaving. Would you know?

1. A) Yes, I’d see the signs.
2. B) No, I’d probably miss them.
3. C) Not sure—I need to check in ASAP.

📅 Want to sharpen your leadership strategy? Let’s talk.

Talk soon,

April

Executive Career & Leadership Consultant