Stop the January Turnover Spike: Act Now!
- Leslie Speas
- Nov 14
- 2 min read
Every year, like clockwork, January becomes new job season. People reflect over the holidays… reevaluate their careers… and decide whether they want to stay or make a fresh start. Even though the job market has shifted, you STILL want to keep your best talent and ensure that they are engaged and productive.
And here’s the part most leaders don’t realize:
👉 Employees don’t decide to leave in January. They decide in November and December — and act in January.
The good news is that there’s still time to get ahead of it.
Here are simple, practical steps you can take right now!
1. Have a Real Check-In — Not Just a Review
Year-end is the perfect time for leaders to ask meaningful questions:
How are you feeling about your role?
What do you want more (or less) of next year?
What’s getting in your way?
What can I do differently to support you?
Employees rarely quit jobs where they feel valued, heard, and supported.
2. Recognize the Heck Out of Your People
Recognition is one of the strongest retention tools you have, and it really costs nothing.
And yet…many employees say they go weeks (or months) without hearing “thank you.”
This time of year, look for opportunities to highlight wins, appreciate extra effort, and acknowledge contributions. People remember how you made them feel going into the new year.
3. Provide Clarity About 2026
Uncertainty pushes people out the door. Clarity pulls them in.
Share what’s coming in the new year:
Goals
Priorities
Team shifts
Opportunities
Where they fit into the bigger picture
Employees are more engaged when they can see where things are headed and how they matter.
4. Talk About Growth (Even If You Don’t Have Big Promotions)
Many people leave because they feel stuck.
Growth doesn’t have to mean a new title. It can mean:
Skills development
Cross-training
Stretch assignments
Mentorship
Small projects that build capability
People stay where they feel they’re growing.
5. Clean Up Any Lingering Frustrations
Small frustrations turn into big reasons to leave.
Ask: "What’s one thing we could fix that would make your work easier?”
Then fix something because even a small change builds loyalty and trust.
6. Strengthen Manager Relationships
People don’t leave companies — they leave managers…but also:
👉 They stay because of great managers.
Support your leaders with:
Clear expectations
Feedback and coaching skills
Conversation guides
Reminders to connect regularly
A strong manager is your #1 retention strategy. If you need help developing your managers, reach out!
In Conclusion
Employees don’t leave because of one big moment. They leave because of a lot of small moments, and often because no one noticed they were thinking about leaving.
There’s still time to:
✔ reconnect✔ appreciate✔ clarify✔ support✔ and reset
Some intentional actions now can prevent the January turnover spike — and help you keep your best people long-term.
If you have questions or need assistance, reach out to leslie@influencehrconsulting.com.
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