Lebaran (Eid al-Fitr) is one of the most significant holidays in Indonesia, bringing long-awaited celebrations, family gatherings, and financial bonuses in the form of Tunjangan Hari Raya (THR)—the mandatory 13th-month salary. While it’s a festive time, it also marks a peak season for job resignations as many employees start looking for new opportunities after receiving their bonuses.
For businesses, this period can lead to sudden workforce shortages, making it essential to prepare for potential turnover and secure replacements in advance. Here’s how companies can anticipate and manage post-Lebaran resignations effectively.
Why Do Employees Resign After Lebaran?
Several factors contribute to the increase in job transitions after Lebaran:
1. THR Bonus as a Financial Cushion
Many employees wait until they receive their THR bonus before resigning. This financial cushion allows them to transition smoothly into a new job without immediate financial pressure.
2. New Career Opportunities
The months after Lebaran are a popular time for job-seeking, as companies often restart hiring processes that were put on hold before the holiday. Employees take advantage of this by exploring better career opportunities.
3. Job Market Reshuffling
With an increased number of resignations, there’s a domino effect—employees leave one company, creating vacancies that others then move into. This cycle continues throughout Q2 and Q3.
4. Desire for Higher Salaries & Benefits
Employees use this time to negotiate higher salaries, better benefits, or more flexible work arrangements. If they feel their current employer isn’t meeting their expectations, they’ll move on.
5. Post-Holiday Reflection
Long holidays like Lebaran give employees time to reflect on their careers. Many come back with a fresh perspective, deciding to pursue new goals, industries, or work environments.
How Companies Can Anticipate & Manage Post-Lebaran Resignations
While some turnover is inevitable, businesses can reduce its impact by proactively planning ahead.
1. Identify At-Risk Employees Early
Managers should monitor employee satisfaction and engagement leading up to Lebaran. Conduct check-ins or surveys to gauge who might be considering leaving and address their concerns proactively.
2. Strengthen Employee Retention Strategies
- Competitive Salary & Benefits – Ensure compensation remains competitive with market rates.
- Career Growth Opportunities – Offer training, mentorship, and clear promotion paths.
- Flexible Work Arrangements – Hybrid or remote work can be a strong retention factor.
- Workplace Culture & Recognition – Recognizing employee contributions can increase loyalty.
3. Build a Strong Talent Pipeline in Advance
Instead of scrambling to replace employees after resignations, start sourcing potential candidates early. Collaborate with recruitment agencies like Geekhunter to keep a pipeline of pre-screened, qualified professionals ready to step in when needed.
4. Plan for Succession & Internal Promotions
If key employees leave, having internal successors ready can prevent operational disruptions. Train high-potential team members in advance to step into larger roles when needed.
5. Speed Up the Hiring Process
- Hiring delays can cost businesses valuable time and productivity. To ensure fast replacements: Simplify interview processes.
- Use AI-driven recruitment tools for candidate screening.
- Work with Geekhunter, which specializes in tech recruitment and has an extensive database of top talent.
Find the Right Talent with Geekhunter
Post-Lebaran turnover is a reality for many companies, but with the right preparation, businesses can stay ahead and secure top replacements quickly. Geekhunter helps companies anticipate hiring needs, connect with skilled candidates, and streamline the recruitment process for tech and non-tech roles in Indonesia.
Need to fill critical positions after Lebaran? Contact Geekhunter today to secure top talent before the job market reshuffles!