This article originally appeared in the January 2025 issue of Security Business magazine. Don’t forget to mention Security Business magazine on LinkedIn and @SecBusinessMag on Twitter if you share it.
It is January, and you might be looking at a stack of resignation letters wondering what went wrong. The start of the year is peak quitting season, and as a recruiter, I’ve seen these patterns time and again.
The new year often inspires fresh starts, and for employees dissatisfied with their jobs, January is prime time for change. Bonuses have been collected, and the holiday reflection period has confirmed their need for something better. Employees are assessing their careers and asking, “Am I truly happy here?” If the answer is no, they are updating resumes.
If your January started with a flurry of resignations, remember: It is not too late to turn things around. Understanding why people are heading for the exit and taking proactive steps can help you stem the tide and rebuild a stronger, more committed team. Here are some tips:
1. Year-end check-ins:
Try conducting December check-ins to understand how your employees feel about their roles and career trajectories. Offering development opportunities can prevent post-holiday exits.
2. Watch for signs of burnout:
Burnout isn’t just a buzzword; it is a leading cause of resignations. In high-pressure fields like security, employees may feel overwhelmed by relentless demands, lack of resources, or unclear priorities. The pressure intensifies during the holidays, and by January, many decide they have had enough. Address burnout proactively. Regularly review workloads, encourage work-life balance, and promote mental health resources.
3. Create growth opportunities:
Employees stay when they feel they are progressing. If your company isn’t offering training, mentorship, or a clear path to advancement, your talent will look elsewhere. This is especially true in the security industry, where upskilling is critical to staying competitive. Create personalized growth plans for your team members. Highlight internal promotion opportunities and invest in certifications or training programs that align with their goals.
4. Address company culture:
It is not just about paychecks; people want to feel like they are part of something bigger. Foster a culture of recognition and belonging. Small gestures like celebrating wins, acknowledging contributions, and creating open communication channels can make a big difference.
5. Make sure compensation is up to par:
The job market is hot, and competitors are dangling attractive offers. If your compensation packages – including salaries, benefits, and perks – aren’t keeping pace, employees won’t think twice about leaving. Regularly benchmark your compensation against industry standards. Beyond pay, highlight non-monetary perks like flexible schedules, remote work, or wellness programs to attract and retain top talent.
6. Assess upper and middle management:
You have probably heard the saying: “People don’t leave jobs; they leave managers.” If your leaders aren’t communicating effectively, fail to provide support, or are micromanaging, employees will look to escape. Train your managers to lead with empathy and purpose. Strong leadership can be the difference between a revolving door and long-term loyalty.
