Summer Months, the Quiet Period of Resignations

Work Institute report, many employees are quietly assessing their future while continuing to work for their organization. Career development, advancement opportunities and lack of a clear road map for the future are among the important reasons for employee loss. Summer months stand out as a period when this questioning accelerates, employees become more open to new opportunities and the tendency to change jobs becomes stronger.

The Bond with the Institution Is Questioned Again in the Summer Months ensuring its continuity and continuing the operation without disrupting it. However, during this period, a silent risk area may arise in terms of employee mobility. Managers' leave and reduced coordination within the team can make it difficult for organizations to notice changes in employee behavior.

This process makes employees' ties with the organization fragile. . Reduced managerial contact as the workload continues can lead to employees feeling less visible and less supported. When accumulated dissatisfaction, lack of development opportunities and uncertain career expectations overlap, the tendency to look for a job can become stronger.

“Retention strategy should not be left to the end of the year”

Employee loss often becomes visible after separations occur. However, according to Gallup's research, 42% of employees who resigned in the last year can be kept in the organization with the actions taken by their companies. This shows us that a significant portion of employee loss is preventable.

Jilda Bal, Founder of the human resources firm Gilda&Partners Consulting, also emphasizes that the summer months are an important warning period for companies.

"Although the summer months may seem like a quiet period for companies, it can turn into a process in which career decisions are re-evaluated for employees. During this period, employees question how much they are supported in their current jobs and whether they see their future in that institution. "They do not decide to leave at the moment. If they feel that they have not been seen, heard, or have no room for development for a long time, the breakup begins. If companies can detect this silent disengagement in time, they can prevent a significant part of the talent loss. For this reason, the main competition for companies should not only be to attract new talents but to create the conditions that will keep them in the organization."