Navigating employee turnover in 2025: How to turn change into growth

January is the month employees make moves. LinkedIn activity in 2025 already shows job seeker activity is 11% higher than average. 

This will signal one of two things to you. 

A potential exodus of top talent, or the perfect opportunity to reshuffle and re-energise your workforce.

Employees desire change in the new year for one hundred and one reasons. Some are seeking new opportunities. Others feel a shift in purpose and realignment of what’s important. Others simply feel like a new environment will give them a “fresh start” feeling. 

This is where HR shines. After all, a key HR function is helping employees settle comfortably into roles and projects, while also ensuring smooth exits for those who do move on. But how do you balance keeping current employees motivated and gracefully managing employees who inevitably move on?

In this blog, we’ll explore why employees often pivot in January, how to handle turnover effectively, and which internal mobility strategies can boost retention. 

Supporting employees through career transitions, whether they’re looking for a new challenge within your organisation or heading off to a fresh start elsewhere is important. 

Why do employees pivot in January?

It’s only human to think the grass might be greener on the other side. Some of us are wired to wonder in existential dread, look up to the stars and question if a change would offer more fulfilment. So when current or former colleagues rinse new work promotions on LinkedIn, it’s natural to compare and feel the pull to explore new possibilities, and wonder, “why not me?”.

Some employees work to live and live to work. And in that, they yearn for work that offers both stability and personal growth. So it’s not always a state of existential dread, on a more practical level, changes in family responsibilities, financial demands, and fluctuating job market conditions fuel an employee’s motivation to pivot into a new role.

As an HR professional, you’re in a prime position to offer a new path internally or support a smooth transition to a new company when it’s time for them to move on. 

Here are some top strategies to manage that change and turn it into growth.

How to manage internal employee mobility

Job crafting

Job crafting is where an employee maps out or crafts an ‘ideal role’ that aligns both with their strengths and the company’s needs. If their proposal adds up on paper, work with their managers to try create a scenario where they get to spend a few hours a week working on new tasks. 

This signals to the employee that your organisation values them. That there is an alignment that they feel wanted, and that the organisation is willing to make a change to accommodate them. 

Build a supportive infrastructure 

Another way to keep employees engaged and positive is through upskilling or reskilling initiatives. 

Sometimes, employees feel stagnant or unchallenged in their current roles but aren’t necessarily ready to jump ship. By offering structured learning opportunities, you help them grow professionally within the organisation. 

And upskilling doesn’t have to focus solely on tasks tied to an employee’s role. Sometimes, giving people a chance to learn about consumer behaviour, sales tactics, or even general psychology can spark fresh insights. Providing resources like online courses, guest speaker sessions, or informal workshops helps employees expand their knowledge and see new possibilities for growth.

Zappos in the US did this by offering a variety of classes ranging from leadership training to personal finance. By allowing employees to explore areas that ignite their curiosity, they created a culture of continuous learning that boosts engagement, innovation, and long-term retention.

When employees see a clear path to developing new skills and a supportive organisation, they’re more likely to stay and apply those skills internally—especially if there’s an open dialogue about how new skills can lead to new responsibilities or a more rewarding role down the line. This proactive approach not only improves retention but also ensures your workforce keeps pace with industry changes.

But even with retention strategies in place, turnover is an inevitable reality. 

How to manage employee turnover 

Instead of viewing turnover as a failure on your part, HR can treat it as an opportunity to keep talent pipelines active, identify areas for improvement and maintain positive relationships with those who leave.  

Managing turnover effectively is about more than just closing the door. 

Keep talent pipelines active by continually seeking and nurturing potential hires. Martian Logic’s HRIS can automate job postings, track applicants, and flag top candidates for future roles. This proactive approach ensures you’re never caught off guard when employees leave. 

Maintain positive relationships with those who leave by creating an alumni talent network. Cultivate a network through periodic check-ins, exclusive events, or a dedicated online portal. Employees who feel supported during the offboarding process are more likely to recommend your organisation to others or come back if an opportunity arises. 

You can also identify areas for improvement by evaluating key metrics such as retention rates, engagement scores, and time-to-productivity. Again, an HRIS can be invaluable here by compiling data from surveys, performance evaluations, and onboarding feedback into one place, making it easier to spot trends.

Employees are going to move on. 

And that’s okay! Just now HR can transform employee turnover or their desire for a change into an opportunity for growth, rather than see it as a setback.

About Martian Logic

Martian Logic has helped businesses refine their HR strategies for years by offering simple, scalable solutions that let teams thrive. Our intuitive HRIS captures real-time data while prioritising employees’ values, so you can hire smarter, nurture internal mobility, and keep employees motivated. Ready to transform your HR approach in 2025? Contact us today to see how our HRIS can boost engagement, retention, and growth.