Spot Labour Turnover Trends and Plan for a Stronger Year Ahead
As the year draws to a close, many organisations start to wind down, focusing on festive activities and year-end reporting. Yet, December also offers a unique opportunity for reflection, particularly when it comes to labour turnover and workforce planning.
High turnover can be costly, not just financially but in terms of team morale, knowledge loss, and long-term business performance. For businesses in finance and accountancy, retaining skilled professionals is critical to maintaining stability and delivering value to clients.
Why December Matters
With fewer day-to-day pressures than in peak periods, December allows leaders to step back and analyse trends across the year. Questions to consider include:
Which roles or teams experienced the highest turnover?
Are there recurring reasons why employees leave?
How effective were onboarding and retention strategies in supporting staff?
Are there gaps in career development, engagement, or workplace culture that need addressing?
Answering these questions now gives organisations a head start on the year ahead. It enables proactive planning—whether that’s enhancing employee engagement, improving development pathways, or adjusting recruitment strategies to fill future gaps.
Actionable Steps for Employers
Analyse turnover data: Look beyond simple numbers and seek patterns across roles, departments, or tenure.
Gather employee insights: Exit interviews and staff surveys can reveal underlying causes of turnover.
Review retention strategies: Consider whether career progression, training, or flexible working options are aligned with employee expectations.
Plan recruitment proactively: Identify critical roles that may require early hiring in the year ahead to avoid pressure on teams.
At Downey Osborne, we guide clients through both recruitment and talent insight. By combining market knowledge with a people-focused approach, we help organisations understand not just who to hire, but why turnover happens and how to create long-term retention strategies.
Taking a strategic look at labour turnover now can save time, cost, and frustration in the year ahead. Organisations that act in December enter the new year prepared, with stronger teams and more clarity around workforce priorities.
Use December wisely: review your team, analyse turnover, and plan strategically. If you’d like insight on labour trends in finance and accountancy, or guidance on proactive recruitment for the year ahead, Downey Osborne can help you make informed, lasting decisions.
