In the Commercial MEP and Customized Manufacturing industries, January is often a holding pattern. Employees are waiting for one thing: that year-end bonus check to hit their bank account.
But once that deposit clears in early February, the “golden handcuffs” come off. Historically, February and March see the highest spike in resignations for high-performing Sales Executives and Senior Managers. They have collected their reward for last year’s hard work, and now they feel free to explore new opportunities without leaving money on the table.
If you think your top performers are safe just because you just wrote them a check, you might be in for a rude awakening. Here is how to re-recruit your team after the bonus is paid.
1. Conduct “Stay Interviews” Now
Don’t wait for a resignation letter to ask an employee what makes them happy.
- The Strategy: Schedule a Q1 planning meeting that focuses 20% on targets and 80% on the individual. Ask them: “Aside from compensation, what keeps you here? What is one frustration that, if removed, would make your job significantly better?”
- The Impact: This signals that you value them as a long-term asset, not just a producer of last year’s numbers.
2. Sell the Vision for 2026 (Not Just the Quota)
Sales pros and Managers are driven by growth. If they feel like 2026 is just going to be “2025 but harder,” they will look elsewhere.
- The Strategy: Show them the roadmap. Are you acquiring a new division? Investing in new estimating software? Targeting a new vertical in value-engineering? Give them a project to get excited about that extends beyond just hitting a revenue number.
3. Address Burnout Before They Do
The end-of-year push in construction and manufacturing is grueling. Your team might be richer post-bonus, but they are also likely exhausted.
- The Strategy: Acknowledge the grind. If possible, encourage time off in February before the spring rush intensifies. A well-rested manager is less likely to scroll through job boards than a burnt-out one.
The Bottom Line A bonus pays for the past; it does not buy the future. Retention in 2026 requires active engagement.
Is your bench strength secure? If you are worried about potential gaps in your leadership or sales team this spring, let’s talk. Contact Us to discuss your talent pipeline.
