Hurray. It is December. The year has been hectic and the end of every year usually brings in relief to many. It is a sort of psychological solace as the year draws to a close since employees and business people see the close of the year as a sign of the end of challenges experienced through the year. There are however those who have had a great time through this year and only look forward to greater experience in the coming year. The feelings are indeed mixed and the motivation as we close the year is as varied.
December is arguably one of the months that also serve as make or break for many. It is the month when workers seek for what they consider as greener pastures since there is usually a feeling that starting a new year on a new job is a sign of good tidings ahead. The persons who could have been jobless throughout this year may then be on the roll sending out applications and praying in all ways that they are called for interviews. On the other end, persons already engaged in various jobs are also seeking for what they consider as a well-deserved change since a change during this season could be considered as a morale booster.
With this motivation and perception, the job market is abuzz with activity. Lots of applications are being sent out against a job absorption capacity that may not accommodate everyone. Tensions rise by the day as the calendar moves on with few or no interview invites. With the level of anxiety rising as we draw closer to the festive season, staff get easily irritable as they realize their long desired opportunities are not forthcoming.
As much as many persons are willing to leave their current places for better and more rewarding opportunities, it could be that more people are unsettled in their seats but still cling on since they have not found space elsewhere. With this, the scenario is of a workforce that is on its toes to leave yet can’t make a move due to lack of space. This leads to reduced productivity and inadequate planning for next year.
Managing staff transitions over December is a challenge for many HR practitioners. Depending on how the employer has managed the staff through the year, it would in most cases tell the behavior patterns at the close of the year. The advice is usually to ensure that HR managers better work with staff supervisors to ensure staff are treated with dignity throughout the year to be guaranteed of stable workforce in the mind throughout the seasons.
As we experience the wave, many are normally carried away. Some people seek to change jobs for the sake of changing. They seek to change because it seems fashionable to do so. This can be counterproductive. Any job change should be well advised by positive motivations after a critical evaluation of what the next step holds. Hold on and only move when you should, when it is time to move, not because it is December.