The resignation season, a recurring phenomenon in the workplace, typically peaks in September. This period, marked by employees returning from summer vacations, becomes an opportunity for many to rethink their careers and consider new professional horizons.
For HR departments, the back-to-work period represents a key moment, where attention should be given to employees’ aspirations and the prevention of potential turnover. Understanding the reasons behind this phenomenon and anticipating departures becomes crucial for companies, which must be prepared to manage this period with a proactive and thoughtful strategy.
To address this challenge, it is important to identify the main factors contributing to resignations in September, examine the consequences for companies, and determine what strategies can be adopted to prevent these departures.
What Factors Influence Resignations in September?
In September, the resignation season is influenced by several factors. Among them, we find:
Return from Vacation and New Perspectives
After stepping back during the summer, employees often take the opportunity to reflect on their careers and professional lives. This break allows them to reassess their goals, desires, and sometimes realize that they want a change. These new perspectives lead some to consider new opportunities or even resign to explore other horizons.
The Back-to-Work Effect
September often symbolizes a month of renewal and new beginnings, both for employees and companies, which take advantage of this dynamic to launch new projects or revise their strategies. This sense of renewal in September contributes to the increase in resignations, as many employees choose this moment to start a new phase in their careers.
Companies in Reorganization
This period is ideal for adjusting internal structures, launching new projects, or revisiting teams based on strategic priorities. However, these reorganizations can often lead to departures within the company. Changes in roles, new responsibilities, or uncertainty related to these restructurings may prompt some employees to consider leaving the company, especially if the new conditions do not meet their expectations or aspirations.
Generational Differences: Understanding Behaviors
Professional behavior evolves from generation to generation, with attitudes and reflections that vary considerably. Here are the main distinctions between these behaviors:
Baby Boomers
Baby Boomers, who often have long careers behind them, exhibit distinct behaviors regarding resignations. This generation places great importance on loyalty and job stability, values that have guided their professional journey for decades. Their stability at work may be affected by several factors, such as job satisfaction, health status, changing priorities, and difficulty adapting to new technologies. These elements may lead this generation to consider resigning.
Millennials
Millennials, a generation that grew up in a constantly changing world, have specific expectations regarding work. They primarily seek flexibility in both work hours and methods, as well as opportunities for professional growth. For them, a balance between work and personal life is paramount, favoring an environment that allows them to develop personally while achieving their professional goals. According to a 2023 Deloitte study, 31% of Millennial employees seek development opportunities when applying for a job. In the absence of these criteria, Millennials may be inclined to resign.
Generation Z
Generation Z, the youngest to enter the workforce and the first born after the advent of the internet, stands out with specific expectations. Many factors drive this generation to leave a company. Among these, the search for authenticity and impact is crucial, with a desire to contribute positively to society and the environment. High expectations for diversity and inclusion also play an important role, as this generation is more likely to leave if the company does not uphold these principles or fails to take concrete steps to promote an inclusive environment. Additionally, the lack of flexibility and autonomy, as well as insufficient compensation and benefits, may push them to seek opportunities better suited to their needs and aspirations.
What Are the Main Consequences of Resignations for Companies?
Resignations can have significant consequences for companies. Among these, we note:
Impact on Project Continuity
The disruption of ongoing projects risks disorganizing daily operations and leading to the loss of valuable expertise. This loss can slow down project progress, increase training costs for new employees, and affect the company’s overall performance.
Loss of Key Talent
The departure of talent in September can deeply weaken a team, especially when key employees decide to leave. These departures create gaps that are difficult to fill, reducing the team’s efficiency and cohesion.
Company’s Reputation
Poor management of departures can damage the company’s reputation and weaken its employer brand. If resignations are mishandled, it can send a negative signal to current employees as well as future candidates. This situation can make the company less attractive to talent, complicating recruitment and retention in the long run.
Domino Effect on Teams
Departures can create a domino effect within teams, negatively impacting the morale of remaining employees. When colleagues leave the company, it can increase doubt and uncertainty among those who stay, prompting them to also consider leaving.
Financial Cost and Adaptation Time
Employee departures result in significant financial costs related to recruiting and training new hires. In addition to these expenses, there is the time required for new recruits to become fully operational, which can extend the transition period and temporarily reduce the team’s efficiency.
How to Properly Manage Resignations: Concrete Examples
To effectively manage resignations, many companies adopt proactive strategies.
Take the example of Marriott International, a hotel chain that focuses on professional development to reduce turnover. A concrete example of this approach is the “Marriott University,” where trainees are trained right after graduation through personal development plans (PDPs) covering all key aspects of hospitality, such as guest service, technology, and marketing. These initiatives enhance employee loyalty and help limit resignations.
Another example is Palo Alto Networks, a U.S. company specializing in cybersecurity, which stands out for its commitment to employee development, contributing to reducing resignations. The company offers employees access to self-service learning and individual allowances while continuously adjusting its processes to meet their needs. This investment in employee well-being and training is reflected in an average tenure of 3.7 years, indicating long-term loyalty within the company.
The Importance of Innovative Technology
Innovative companies leverage technology to anticipate and manage resignations by adopting predictive analysis tools. A concrete example is the AI-based HR tool, TOP, which helps reduce turnover by detecting early warning signals. For example, Aymax, a consulting firm specializing in SAP solutions, used TOP to take proactive measures and retain its talent before they decided to leave, thereby strengthening employee loyalty and preventing departures.
Implementing a Well-Being-Centered Approach
Companies that adopt a well-being-centered approach implement personal development and well-being initiatives to enhance employee engagement. These actions, such as mental health programs, continuous training, or workshops on work-life balance, contribute to creating a more satisfying work environment and reducing the risk of resignations by fostering a culture of support and personal growth.
The Importance of Communication and Leadership in Retaining Talent
During a resignation period, communication and leadership play a crucial role. Total transparency with teams is essential to maintain trust and avoid misunderstandings. Effective leadership must ensure an evolving environment, promote innovation and collaboration, and improve employee engagement and satisfaction. By fostering open communication and supporting a dynamic work climate, companies can strengthen employee loyalty and reduce the risk of departures.
Moreover, managers play a key role in reducing resignation risks by being attentive to their teams’ needs and acting quickly to address problems. Active listening helps understand employees’ concerns. Additionally, effective conflict management helps resolve tensions before they become reasons for departure. By building strong relationships with employees and promptly addressing their concerns, managers can enhance job satisfaction and encourage loyalty, contributing to limiting resignations.
Reducing Resignations: Measures to Implement
To combat resignations, companies need to implement well-defined measures and practices:
Developing a Talent Retention Culture
To ensure long-term preparation, it is essential to develop a talent retention culture by creating a positive company culture where employees feel valued and motivated. Additionally, offering career opportunities, such as promoting internal mobility and clear career plans, addresses employees’ professional aspirations. In this context, companies can enhance talent engagement and reduce turnover.
Continuous Monitoring and Strategy Adjustment
Continuous monitoring and regular adjustment of strategies are essential to maintain an effective retention culture. It is important to track key indicators, such as retention rates and employee satisfaction levels, to assess the effectiveness of existing policies. Based on feedback and obtained results, companies should adjust their strategies to meet the changing needs of employees and continuously improve the work environment.
Creating a Support Network for Managers
Creating a support network for managers is crucial for improving talent management. This includes providing continuous training and resources to help managers effectively support their teams. Additionally, using analytical tools, such as AI, allows for better anticipation of needs and challenges, giving managers the means to make informed decisions and proactively manage talent.
To properly manage resignations, it is essential to implement best practices, including fostering transparent communication and developing a talent retention-focused culture. Looking to the future, it is crucial to continually prepare and adapt strategies to employees’ evolving needs to ensure long-term talent retention. Companies are therefore encouraged to adopt proactive strategies to mitigate turnover risks and strengthen employee loyalty.
For more insights on September resignations, check out our complete guide, which offers relevant advice and strategies to implement.
