by Joanne Allsop, Director, Hays Human Resources
December in the workplace is typically a time of boosted morale and festive cheer. Office parties, decorated desks, and a lightened workload for many can all go a long way towards lifting the spirits of even the most disgruntled employees. Staff working their notice periods may even start second-guessing their decision to leave. While not everyone celebrates Christmas, socials can still strengthen colleague bonds, so they might begin to feel a little guilty about the prospect of leaving their team in the lurch.
This can spell bad news for employers who have a new starter set to join their team in the new year, especially since counter offers are becoming increasingly prevalent. In fact, 8% of employers say it’s their organisation’s policy to counter offer staff when they resign, and a further 53% say they counter offer some of the time, according to our 2025 Salary and Recruiting Trends Guide. Careless employee onboarding can result in your new starter feeling forgotten about and unprioritised, leaving them open to the temptation of staying in their current role. To mitigate the risk of an employee accepting a counter offer during the festive period – leaving you short-staffed and back to square one – you must provide them with a positive onboarding experience.
Don’t let processes slip
Onboarding begins as soon as a candidate accepts an offer within your organisation; you should at this stage clearly communicate when they can expect to receive their contract, compliance documents and other important paperwork, as well as equipment such as a laptop, security pass and mobile phone. You should then stick to those timelines or risk your new starter feeling overlooked and questioning the competence of their new organisation. Take into account that postal services tend to experience seasonal delays, so any equipment should be sent out further in advance.
Numerous departments are typically involved in onboarding procedures – including HR, payroll, IT, and line management – so it can rapidly become unclear what has and hasn’t been done if any staff members are absent, resulting in confusion and delays. Therefore, it’s fundamental that any annual leave is accounted for and covered. This especially vital in December, as the backlog of unused holidays and staff saving days off for the end of the year can mean a disproportionate amount of annual leave is taken.
Constant communication is key
Keeping in regular contact with your future employee is a sure-fire way to make them feel valued. If all they get is radio-silence since accepting the offer, then they may feel unprioritised and forgotten. Set a regular time to have a video call to check in on them, update them on their onboarding and answer any questions they have. Be sure to let them know how to reach you outside of this time if they have any pressing queries or concerns.
Facilitate a team meeting
Prior to their start date – ideally as soon as possible after the offer is accepted – you should arrange for your new employee to meet with the wider team. Establishing bonds with their future coworkers will foster psychological safety by making them feel more connected to the whole team. It can be nerve-wracking joining a new organisation having only met the interviewers, while those who meet everyone they will be working closely with will likely feel more acclimatised to their new environment and less like an outsider.
Accepting a counter offer can feel like a comfortable choice; it means choosing to stay in the environment you’re familiar with. Planting the seeds of new bonds can make them more comfortable about the prospect of leaping into a new territory.
Takeaways for employers
- Be prepared for a counter offer – they are becoming increasingly common.
- Account for any annual leave, making sure it doesn’t disrupt the onboarding process.
- Send your employee any paperwork and equipment far in advance to account for any seasonal postal delays.
- Keep in regular contact with your new starter, answering any questions they have and making them feel like a priority.
- Arrange an in-person meeting with their teammates to help them feel comfortable leaving their current organisation where they already have bonds with colleagues
About the author
Joanne Allsop is a Director and Senior HR Recruiter at Hays Human Resources, focusing solely on permanent roles in London in the HR industry with over eight years of experience.
Joanne’s expertise is specifically in placing leadership roles in human resources in the private sectors, from start-ups to SMEs and enterprise customers.
With deep rooted relationships, both locally and globally, Joanne is able to provide you with the right career choices and workforce solutions that match your interests, aspirations and needs.
