What Leaders Do in January That Quietly Determines Who Stays

By: Tammy Washington de Sencion

January is when strong leaders go to work on retention, whether they call it that or not.

As employees return from the holidays, many are not simply resuming tasks. The start of a new year often prompts people to reassess more than their goals or resolutions. They begin reflecting on their relationship with themselves, with the people in their lives, and with their work. Questions surface quietly. Is this still working for me? Am I growing? Do I feel valued here?

At the same time, people are watching closely to see what kind of year this will be. They notice what gets attention, what gets prioritized, and what gets ignored. They are looking for signals about whether anything has truly changed or whether this year will feel like a repeat of the last one. Leaders who understand this treat January as a moment of influence, not just a reset.

I remember a January when I was quietly preparing to leave.

I was feeling discouraged and overlooked. I had taken on a lot, delivered consistently, and yet I could not see a clear path forward. I felt undervalued and unsure whether there was room for me to grow. At the start of the year, my manager asked to sit down for a conversation. It was framed as a check-in, a chance to talk about how I was feeling and where I wanted to go.

During that conversation, he was honest. He said, “We’re not really in a place to do raises right now.” That could have easily been the end of it. Instead, he followed it with a question that changed everything. He asked me where I wanted to go next and what kind of experience I wanted to build.

He could not make me a manager. What he could do was create an opportunity for me to lead.

He put me in charge of our internship program. I was responsible for mentoring a team, creating assignments, planning events, and preparing interns for a major presentation at the end of the year. It gave me real leadership responsibility. At that point, I had been ready to quit because I could not see movement or possibility. That single January conversation opened a door. It gave me a renewed sense of purpose, belonging, and confidence that my work mattered. I stayed for another year and a half, because someone invested in where I was headed.

That experience clarified for me what great leaders do at the beginning of the year.

The leaders who influence who stays do not rely on grand gestures. They make a few intentional moves early that send powerful signals.

Make Growth Visible

One of the most impactful things leaders do in January is make growth visible. They do not wait for annual reviews to talk about development. They sit down early and ask real questions about skills, interests, and direction. Even when promotions are not immediately available, they create stretch opportunities that allow people to build experience and confidence.

That is exactly what my manager did. He acknowledged the limitation and then focused on possibility. By giving me a leadership role that stretched me, he showed me I was not stuck. That sense of forward movement became a reason to stay.

Establish Psychological Safety Through Honest Conversation

January is also when leaders establish psychological safety through how they communicate. Leaders who listen without defensiveness, acknowledge reality, and invite honest dialogue build trust quickly. When people feel safe being candid about what is working and what is not, trust strengthens.

In my case, the conversation itself mattered. My manager did not avoid the hard truth, but he also did not shut the door. That balance created safety. It told me I was respected and heard. Trust formed in that moment, and trust is a powerful retention anchor.

Reinforce Purpose and Recognition

Finally, strong leaders use January to reconnect people to purpose and contribution. Real recognition goes beyond praise. It connects effort to impact and reminds people why their work matters. When leaders connect effort to impact, work shifts from obligation to contribution.

Being trusted with the internship program communicated that my experience and perspective had value. It reminded me why I chose the work in the first place. That sense of purpose changed how I experienced pressure and responsibility. It made the work meaningful again.

Ultimately, great leaders understand that retention is emotional before it is logistical. People stay where they feel safe, growing, respected, and connected. January offers leaders an early opportunity to reinforce all of those conditions.

For those leading helping professionals, this work is especially important. Caring roles require emotional investment. Without clear growth paths, honest communication, and purposeful leadership, even the most dedicated professionals burn out. Leaders who check in early, create space for growth, and lead with intention protect both their people and their mission.

January quietly determines who stays. Leaders who recognize the weight of this moment shape not only the year ahead, but the future of their teams.

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Tammy Washington de Sencion is a leadership facilitator with Presidential Consultants who helps individuals and teams reconnect to purpose, possibility, and momentum in their work. Drawing on her background in leadership development and performance-focused facilitation, Tammy supports leaders in creating environments where people can grow, contribute, and lead with clarity. Learn more about Tammy’s work