The new year brings a fresh wave of employee movement as workers reflect on career goals and explore new opportunities. January is one of the most active months for resignations and job searches, making it a critical time for leadership teams to focus on retention. Nearly half of all professionals are considering leaving their jobs, a higher percentage than before the Great Resignation. The good news? With the right strategies in place, you can keep your top talent engaged and committed.
This blog covers essential retention strategies with links to in-depth MSB resources to help you build a workplace people don’t want to leave. From strengthening your culture to recognizing top performers, these actionable tips will position your organization to weather the January resignation wave successfully.
Quick Win: Set aside time in early January to assess your team’s engagement levels and address any red flags before resignation letters start rolling in.
Prioritize Workplace Culture Above All Else
Workplace culture isn’t just a buzzword. It’s the biggest predictor of whether employees stay or go. Culture goes beyond perks and benefits to encompass how valued employees feel, their day-to-day experience, and whether they see a future at your company. The difference between a strong culture and a weak one is striking: only 15% of employees who rate their culture as good or excellent are actively looking for new jobs, compared to 57% of those in poor cultures.
While January offers a natural opportunity to assess your culture and set priorities, the real impact comes from sustained attention year-round. Start by gathering honest feedback from employees about what’s working and what needs attention. Even small, intentional changes can create a ripple effect that transforms how your team experiences work every day.
Ready to transform your workplace culture? Check out our guide on How to Create a Company Culture that Your Employees Will Fall in Love With for strategies that keep employees engaged and loyal.
Pro Tip: Survey your team anonymously about workplace culture in January. Ask what’s working, what needs improvement, and what would make them more likely to stay long-term.
Avoid Common Leadership Mistakes That Drive Talent Away
Leadership quality is one of the top reasons employees stay or leave. Poor leadership, micromanagement, and unclear communication all contribute to turnover, and the saying holds true: employees don’t leave companies, they leave managers. When companies invest in career development, the impact is significant. Employees are 94% more likely to stay at a company longer when they feel their employer is invested in their growth.
The takeaway? Strong leadership isn’t optional, it’s essential. Use the new year as an opportunity to reflect on your leadership approach and identify areas for growth. Whether it’s improving communication, providing clearer direction, or creating more development opportunities, the time you invest in becoming a better leader directly impacts your ability to retain top talent.
For specific mistakes to avoid and how to strengthen your leadership approach, read our article on 7 Leadership Mistakes that Drive Top Talent Away (And How to Fix Them).
Common Mistake: Focusing only on day-to-day tasks in one-on-ones. Schedule quarterly conversations with each direct report, focused solely on their career development instead.
Recognize and Reward Your Team Regularly
Recognition is a powerful retention tool that’s often overlooked. Employees who feel valued and appreciated are far less likely to explore other opportunities. Recognition goes beyond annual bonuses to include consistent acknowledgment, celebrating wins, and showing gratitude for everyday contributions. The impact of regular recognition is clear: 71% of employees say frequent recognition would make them less likely to leave their current role.
The beginning of the year is an ideal time to implement or refresh your recognition programs. Consider how you can build appreciation into your team’s weekly rhythm rather than saving it for annual reviews. When employees feel seen and valued regularly, they’re far more likely to stay committed to your organization.
For a comprehensive guide on building effective recognition programs that boost morale and retention, explore our article on The Power of Employee Recognition.
Quick Win: Start weekly team meetings with a “wins and recognition” segment where you call out specific contributions.
Understand Why Employees Actually Leave
Pay matters, but it’s rarely the primary reason employees resign. The real drivers behind turnover often run much deeper: toxic culture, lack of growth opportunities, poor work-life balance, and feeling undervalued. Understanding these root causes is essential to creating lasting change. The numbers tell the story: 68% of employees left their jobs due to engagement and culture issues or work-life balance concerns, four times more than those who left primarily for better pay.
Exit interviews provide valuable insights, but don’t wait until someone’s already gone to understand what’s driving them away. Proactive conversations with your current team can reveal potential issues before they lead to resignations. When you address the real reasons people leave, rather than just throwing money at the problem, you create sustainable solutions that benefit your entire organization.
For a deep dive into what drives turnover and how to address it proactively, check out our article on The Top 5 Reasons Employees Will Seek New Opportunities.
Pro Tip: Conduct “stay interviews” with your high performers in January. Ask what keeps them engaged and what might make them consider leaving.
Promote Healthy Work-Life Balance
Burnout and overwork are major contributors to January resignations. Employees need to feel they can have fulfilling personal lives while being productive at work, and companies that support this balance see the results. 88% of leaders globally agree that flexible working positively impacts employee retention. The message is clear: work-life balance isn’t just a nice-to-have, it’s a competitive advantage in retaining top talent.
After the busy holiday season, many employees take stock of whether their work demands are sustainable long-term. This makes January the perfect time to check in with your team about workload, set realistic expectations, and ensure everyone has the support they need to succeed without burning out. Creating a culture that respects boundaries and promotes well-being pays dividends in retention and engagement.
For actionable strategies on creating sustainable work environments that support your team’s well-being, explore our article on 5 Effective Ways to Promote a Healthy Work-Life Balance for Employees.
Common Mistake: Ignoring workload issues until they lead to burnout. After the holiday rush, check in with your team about bandwidth and redistribute responsibilities before problems escalate.
Final Thoughts: Your Retention Strategy Starts Now
The January resignation wave is predictable, but it’s also preventable with proactive retention strategies. Small, consistent actions now lead to big retention results when employees are evaluating their options. Your best talent is weighing their choices right now, so make sure staying is the obvious decision. By prioritizing culture, strengthening leadership, recognizing contributions, understanding what truly drives turnover, and promoting work-life balance, you can build a workplace where top performers want to stay and grow.
Ready to build a workplace culture that retains top talent? MSB Resources helps multifamily companies attract, develop, and keep exceptional team members. Let us help you create a retention strategy that works.