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New Years Resolutions - Employers Beware

New Years Resolutions - Employers Beware

Whilst many celebrate the New Year with champagne and a kiss at midnight, the occasion also causes many to reflect on their life circumstances and imagine where they can make improvements. Casting a New Year’s Resolution solidifies this concept for many people and commonly includes; more exercise, more time with family, drinking less, reading more books, earning more money and of course, changing jobs.

For many people, the vow to improve their job situation is a serious one and this change is often executed in the New Year. Jane Carey, Director at Edge Recruitment says ‘January/February brings our highest number of enquiries from clients telling us that employees have decided to move on. We find that restless employees who have been considering a move for some time, come back from holiday leave and confirm their resolve to make that change.’

Our suggestions to help employers manage this risk:

  • Try to identify any employees that may not be 100% happy or committed. Look for warning signs such as waning performance, increased leave time, unusual behaviour or withdrawal from social interaction.
  • Take steps to speak with those employees before the end of year break. Employees have more time to reflect and consider their situation over the break, so any issues or concerns left unchecked may escalate and fester at this time.  
  • Employers may not be able to fix any of the issues before the holiday break, but it is important that a discussion occurs and employees know you care enough about their issues to consider and address them.
  • Set the tone for the New Year by providing your employees with some structure and direction. This involves communicating your plans for the coming quarter or 6 month period and what you’d like your team to work towards in that time.

People leave their jobs for a variety of reasons, but we find the most common are stress, dissatisfaction with management and feeling undervalued. These issues should not be ignored and having open conversations with employees before they reach a critical point will help to nurture a culture of loyalty and understanding within your team and minimise unexpected departures.