How to Avoid the January Resignation Rush
Every year, like clockwork, a wave of resignations rolls in during January.
Staff return from the summer break with fresh perspective, a bit of distance, and sometimes a decision that it’s time to move on. It can feel like a blindsiding moment, but the truth is these resignations usually started brewing months earlier.
The good news? There’s a lot you can do right now to reduce the risk of losing great people in the new year. And it doesn’t require a huge investment or elaborate retention strategy. In fact, most of the best actions are simple, practical, and free.
Let’s unpack what’s really going on in January, what signs to watch for, and what steps to take today to hold onto your top talent tomorrow.
Why January is Resignation Season
There’s something about a new year that naturally prompts reflection. People are stepping out of their usual routine, spending time with family and friends, and asking themselves the big questions. Do I want another year like the last one? Is this job still right for me? What’s next?
This isn’t just anecdotal. Research shows that the last day of January is one of the most common resignation dates on the calendar. But in reality, many resignations happen in the first week people return to work, especially after a decent break over Christmas.
In Australia, the holiday season also coincides with summer, so the time off tends to be longer. This gives people more space to think and talk about their work, their goals, and what they might want to change.
The Resignation Decision Starts Now
Most of the time, people don’t just decide to quit overnight. The thought has been lingering, sometimes for months.
They might have felt stuck, undervalued, disconnected, or simply tired of the same old routine. But with the
Christmas holidays and paid leave around the corner, many will wait until January to formally hand in their notice.
In other words, what happens in January is actually made in quarter four. And right now is when you have the best opportunity to influence what happens next.
Subtle Signs Someone Might Be About to Quit
The signs of disengagement aren’t always obvious. But when you know what to look for, they’re often there. Some of the most common signals include:
- A shift in behaviour or mood
- Less contribution in meetings
- Reduced enthusiasm
- A drop in quality or output
- Using all their sick leave (when you know they’re not really sick)
- Withdrawing from the team or choosing to isolate
Sometimes it’s just an energy shift. A gut feeling that something’s off. These signals are easy to miss if you’ve got your head down trying to wrap up the year. But now is exactly when you need to be paying attention.
How to Keep Your Team Engaged Now (So They Return in January)
Avoiding the January resignation rush doesn’t require flashy perks or end-of-year bonuses. The most impactful actions are the ones that show leadership, clarity, and genuine care.
- Create Clarity for the Year Ahead
People crave certainty. Right now, your team is wondering what the future looks like. What will next year bring? Are there opportunities for growth? Is the business on a clear path?
You don’t need all the answers. But you do need to start the conversation.
- Share plans for early 2026
- Involve the team in goal setting
- Paint a picture of what success will look like
- Create small wins to aim for between now and Christmas
When people can see the road ahead, they’re less likely to drift.
- Show Up as a Consistent Leader
This time of year can feel heavy. Everyone is stretched, including you. But it’s not the time to go missing. The team needs you to stay present, show up consistently, and lead with clarity.
- Don’t cancel team meetings
- Keep communication regular
- Maintain routines and structure
- Be visible and accessible
Even if you’re running on low energy, keeping things steady helps your team feel secure.
- Recognise and Appreciate
There’s no substitute for genuine recognition. A simple thank you or moment of acknowledgement can mean more than a gift card or a bottle of bubbles.
- Call out individual contributions
- Acknowledge effort, not just results
- Say thank you often, and mean it
If you’re doing end-of-year gifts, pair them with personal notes or shout-outs. People want to feel seen and appreciated, not just rewarded.
- Talk to People One-on-One
If you don’t already have one-on-one check-ins booked for November or December, now’s the time. These don’t have to be full performance reviews, but they should be meaningful conversations.
Ask things like:
- What are you proud of this year?
- What are you excited about for next year?
- Is anything changing for you in 2026 that we should be aware of?
You’ll be amazed what people will share when given a safe space and a genuine invitation to talk.
- Plan a January Kickoff
Help people return from leave with something to look forward to. It could be a team planning day, a strategy session, or a casual catch-up over breakfast. Just make sure there’s something on the calendar that feels purposeful.
This sets the tone for the new year and reminds people they’re part of something valuable.
The Real Cost of January Resignations
Replacing staff is expensive. It costs time, money, and momentum. And even worse, it can trigger more resignations if others feel unsettled by the change.
But with a few simple actions now, you can reduce the risk significantly. And even if you can’t prevent every departure, you’ll know that you did what you could to lead well and support your people.
Because at the end of the day, people leave when they feel disconnected, unsure about the future, or underappreciated. All three of those are within your control to improve.
So take this opportunity to refocus, re-engage, and reconnect. Your January self will thank you for it.
An Invitation
If you’d like to connect with other business owners, leaders and managers, I’d love for you to join us inside our free Facebook Group where you can connect with other like minded business owners, leaders and managers to discuss all things HR: https://www.facebook.com/groups/hrsupportaustralia
