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I. The Importance of the New Year Decision

The decision to stay or leave a job after the Tet holiday is not only a turning point for many employees but also significantly impacts the stability of businesses. According to statistics from HRDept, up to 35% of employees consider switching jobs after Tet, with 20% actually leaving their companies.

Key Factors Influencing This Decision:

1. The mindset of starting anew at the beginning of the year.

2. The desire to improve job quality or income.

3. The impact of personal relationships and the current work environment.

II. Reasons Employees Consider Leaving After Tet

1. Salary and Benefits Issues

Expectations of receiving better salaries and bonuses are the primary reasons why employees consider leaving. According to a survey by HRDept, 45% of employees feel their current compensation is not commensurate with their contributions.

2. Unsupportive Work Environment

Work pressure or a lack of support from colleagues and management is another significant factor.

3. New Opportunities After Tet

The labor market is particularly active post-Tet. HRDept notes that 70% of companies launch major recruitment campaigns as early as February to prepare for new projects.

III. Stay or Leave: Benefits and Challenges

1. Benefits of Staying

• Job Stability: Staying allows employees to continue building their careers in a familiar environment.

• Opportunities for Advancement: Some companies review salary adjustments or promotions right after Tet.

2. Challenges of Staying

• Lack of Change: Some employees feel stagnant or see no room for growth.

• Persistent Workplace Stress: Unresolved conflicts or stress may continue to affect job satisfaction.

3. Benefits of Leaving

• Better Opportunities: An open labor market allows employees to find jobs with higher income and better work environments.

4. Challenges of Leaving

• Adapting to a New Environment: Transitioning to a new job requires time and energy to integrate.

• Risk of Disappointment: The new role may not meet expectations.

IV. Strategies for Companies to Retain Employees After Tet

1. Competitive Compensation Policies

According to HRDept, businesses should focus on designing fair and transparent salary and bonus policies. Examples include:

• Long-Term Bonuses: Distribute bonuses quarterly or annually instead of concentrating them around Tet.

• Performance-Based Raises: Encourage employee retention through KPI-based reward programs.

2. Building a Strong Corporate Culture

A positive corporate culture fosters employee engagement and motivation.

3. Utilizing Technology for Analysis

HRDept recommends businesses adopt HR analytics tools to predict turnover trends and implement timely solutions.

4. Open Dialogue with Employees

Conduct regular surveys and one-on-one conversations to understand employees' needs and expectations.

V. The Final Decision: Stay or Leave?

This decision depends on:

• Personal Circumstances: Employees need to reevaluate their goals and current situation.

• Company Support: If businesses meet expectations, staying can be a reasonable choice.

Quote from HRDept:

“Sometimes, the important question isn't whether to stay or leave but whether you're moving in the right direction with your values and long-term goals.”

VI. Conclusion

Employees' "new year" decisions are a challenging equation for both HR professionals and businesses. With well-crafted strategies, companies can reduce turnover rates and retain high-quality employees.

HRDept is committed to partnering with businesses, offering modern HR solutions to address challenges in employee retention and building sustainable teams.

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