What do you do when you find one of your employees is interviewing for a new job?

firstly know why he do that maybe i didn't give him good salary or respect then try to solve that

 

People go to interviews due to three main reasons:1. they are looking for a new  job2. they are curious to know what's new on the market3. they want to test the hiring process from other companies For the first category of people, it's not much you can do. Any A player will try to discuss / fix things before looking for another job. Even when bad things happen, they try to clear misunderstandings. So basically when someone is looking for a job without any warning sign, he is doing your organization a big favor. Some people might claim that they are affraid to talk about problems as they do not want to get fired. When you are fair and consistent you know that's bulshit so it's ok. Your exposure is in the second category. Such people are usually A players and you actually want them to check opportunities. You do not want in your team people other companies are not fighting to get. You want these people go to interviews, come back and say - hell, there is no better company on earth. Such interviews will motivate them further and will make them spot new developtment opportunities for your organization. It's your biggest exposure because they might actually find much better opportunities. Your company will not be the greatest from day one, therefore you must reward people that do not pursue the other opportunity, but stay with you to build the best company on earth. Shares are a very good reward. Again, these people will always tell you, otherwise they fall in first category. I suppose that you are not talking about the third category, but it's something that you should do yourself, your partners or your top A players. Know your competition, find out about their opportunities, be one step further.

First talk to him and  try to understand why:

Is it because of you/ your company or is it because of him?

Then you need to identify your need for this employee.

 

Accordingly either you help him get the job or try to convince him to stay.

Always get to know the reason why he/she wants to switch the job. For better understanding, try to get the reason from his/her colleagues and from asking the employee directly.

 

No one can stop the employee who has made his/her mind, but knowing the reason will help the management to retain other staff members.

 

the first thing to check that what you do for your employee during his job... if there is a lack in your giving to your employee try to solve that and for a good & experienced employee you have to solve the issue if he finds all the things good in your company he will not try for the other job

Well, what I would do would depend on how much I valued the employee. If it was someone who I really cared about retaining, I would start by doing some thinking on my own about why they might be thinking about leaving. This could be all sorts of things — from growing stagnant in the position to wanting to earn more money to tons of other possibilities. Ideally, as the person’s manager, I would love to have the chance to see if I can keep him happy here first. On the other hand, though, if the person was someone who I wasn’t especially concerned about retaining, I would just make a mental note that he/she might be actively seeking to leave, and I’d have that in the back of my head when making plans for the near future. (That would mean starting to think about what I would want in a replacement, possible strong replacement candidates, etc)

Every employee should be encouraged to take the right steps in his/her career. If somebody is planning so, then I would obviously try to know the reason why he/she wants to leave If I will be able to solve any issue regarding current job to retain the employee I will do that. Else evaluate if the new opportunity is a better one would advise him/her to capitalize on the same.

It is his right.

But first of all I would like to know the reason and help him out if there any difficulties with him.

I would try to find out what is he/she actually feeling about the current job and role is involved in without letting him know that I come to know that he is looking outside.

And Also what is his/feeling feeling about his recognition in the organization and does he/she have any grievances with any of his superiors or with organization with regard to his career prospects and path, etc..

Than I will see how best I can retain him/she by extending my help to him if I find him a good useful resource to the organization.

I think if the employee satisfied and feel stable in his place he will never west his time to search about new job and go to Interviews , so put your self in the shoes of the employee and think,

It depends on the industry.  In some industries, the only proper response is to fire them.