Every year, a few weeks after Eid al-Fitr, many companies notice a familiar pattern.
The office slowly returns to life after the long holiday. Inbox notifications start appearing again, meetings resume, and projects move forward as usual. And then, one by one, another type of email starts arriving.
Subject: Resignation Letter.
For many organizations in Indonesia, resignations after Eid are not unusual. Yet the moment still requires teams to adapt quickly. When someone leaves, it is rarely just about filling an empty seat. Workflows shift, responsibilities are redistributed, and teams often need time to find their rhythm again.
Interestingly, Eid often feels like the closing of a chapter. Many employees prefer to wait until they receive their holiday allowance (THR) or complete a work cycle before making a move. Once the holiday is over, it can feel like the right moment to start a new chapter in their careers.
There’s Often Something Deeper Behind the Trend
At the end of the day, post-Eid resignations are rarely just about people leaving a company. More often, they reflect how employees are thinking about their own career journeys.
For organizations that want to grow sustainably, this moment can be an opportunity to pause and ask a few honest questions:
- Do people in our organization feel they are growing?
- Do they see a future here?
- Are we having enough conversations about career development?
Sometimes the answers to these simple questions reveal more than any formal survey could.
And in many cases, those insights help organizations become stronger.
Responding with a More Strategic Approach
Rather than reacting only when resignations happen, many organizations are beginning to take a more proactive approach. For example, companies may start to:
- encourage regular career conversations between leaders and their teams
- conduct periodic employee engagement reviews
- build succession planning for key roles
- or revisit their talent development systems
These steps help organizations do more than manage turnover. They help companies better understand what motivates people to stay, grow, and contribute.
When an Outside Perspective Helps
In some situations, companies benefit from stepping back and looking at their internal dynamics from a more objective perspective. This could involve:
- identifying patterns in employee turnover
- reviewing talent development strategies
- or designing HR systems that support long-term growth
This is where an experienced HR partner can make a difference.
DNE Talent works with organizations to explore these questions from a more strategic angle; from talent strategy and employee engagement insights to strengthening employee development systems.
Because ultimately, building a healthy organization is not only about replacing people who leave. It is about creating a workplace where people feel motivated to grow and choose to stay.
And if your company is experiencing similar dynamics after the Eid holiday, it might be the right moment to see it as the start of a bigger conversation about the future of your organization.
