As the weather warms up in Australia, and the year heads into its final stretch, many businesses notice an all too familiar trend: staff turnover starts to rise.
September often marks the beginning of a busy period for job changes and if you’re an employer, it’s worth understanding why this happens, particularly in this time of the year and how to prepare best for it … or avoid it altogether.
There are a few reasons why staff movement ramps up at this time of year:
- After the darker, colder winter months, many employees re-evaluate their careers and decide whether they want to ‘stick it out’ in their current role.
- September feels like the start of a new chapter, with people wanting change before Christmas.
- This is the ‘new year, new job’ cohort of people.
We all know we have experienced it. It’s that end-of-year wrap up where your boss wants everything done … yesterday.
Workloads often increase in the lead-up to the holiday season, as does the pressure to get everything done before Christmas shutdowns
If employees are already feeling stretched, this pressure can push them to look elsewhere.
Many businesses also choose this period to recruit, so there are simply more opportunities available in the market.
According to Australian HR Institute, September often marks a period where businesses re-evaluate workforces, leading to planned redundancies.
What employers can do to keep staff
Acknowledging staff effort, even in small ways, can go a long way in boosting morale.
Training, mentoring or even small new responsibilities can make staff feel invested in the business.
As long as this doesn’t cross the line of too much pressure, especially if staff are already feeling burnout.
With rising costs of living, pay remains a major motivator. If you can’t always match market rates, highlight other benefits like flexibility or career development.
If the business is able to offer a ‘Christmas bonus’ this can be a small incentive that keeps staff engaged.
By understanding the seasonal patterns behind staff turnover and acting early, you can keep your team engaged and avoid the disruption (and headache) of unexpected resignations.