How to Keep Your Best Employees After Busy Season

By Leslie Amerson

Ah, busy season. The long hours, tight deadlines, extra caffeine, and moments of triumph (and maybe a few meltdowns too). If you’re in public accounting or any high-demand industry, you know exactly what it’s like.

But once the last return is filed and the final report is submitted, a new challenge tends to creep in: how do you keep your best people from walking out the door?

Let’s be real—retention doesn’t just happen with pizza parties or casual Fridays. It takes thoughtful, people-first strategies to keep top performers feeling appreciated, supported, and excited about what’s next. Here are a few ideas that actually work.

Say “Thank You” (and Be Specific)
Everyone likes to feel seen and appreciated. A simple “thank you” is nice—but a personal, specific one is even better. Whether it’s a handwritten note from leadership, a public shoutout in a team meeting, or a small token of appreciation, recognition helps people feel valued.

If someone stepped up on a big client project or played a key role in keeping the team sane through long hours, mention it. It shows you were paying attention.

Have Real Conversations (Not Just Performance Reviews)
After busy season, people are reflecting—not just on their work, but on whether they want to do it all over again next year. This is a perfect time for meaningful, one-on-one conversations.

Ask how they’re doing. What went well this year? What didn’t? What would they change about the experience? These check-ins don’t need to be formal. In fact, the more casual and honest, the better. Employees are more likely to stay when they feel heard.

Give People Time to Breathe
Rest is not a luxury after busy season—it’s a necessity. Whether you offer bonus PTO days, mental health time, or simply encourage people to take time off, it makes a big difference.

Even a long weekend to recharge can help employees return with fresh energy and a clearer mindset. Let them unplug. It’s one of the best ways to prevent burnout from spilling into the rest of the year.

Help Them Grow (Even When Things Are Slower)
Top talent wants to keep learning. Once the chaos settles, it’s a great time to talk about what’s next. Is there a training course they’ve been eyeing? A new skill they want to develop? A leadership track they’re curious about?

Giving employees the opportunity to explore new areas shows that you care about their future, not just their output. Growth and advancement are some of the biggest drivers of retention.

Get Honest About Work-Life Balance
If busy season always feels like survival mode, something has to give. While some intensity is inevitable during crunch times, it shouldn’t be the norm.

Now is a good time to evaluate what worked and what didn’t. Could work have been spread more evenly? Could technology have streamlined a few processes? Were expectations realistic? Addressing these questions head-on will make next year feel more manageable—and keep your team from dreading it.

Celebrate as a Team
Making it through busy season is an achievement. It’s important to acknowledge that as a group. Whether it’s a low-key breakfast, a team outing, or a fun event, celebrating together builds camaraderie.

People are more likely to stay where they feel connected—and those shared “we did it” moments are powerful for morale.

Pay Attention to Subtle Signs
Sometimes the employees who aren’t speaking up are the ones quietly updating their resumes. If someone seems less engaged or not quite themselves, check in.

A simple conversation could be the turning point. Ask how they’re feeling about their role, whether they see themselves growing with the firm, and what you can do to support them. Preventing turnover often starts with simply noticing when someone needs support.

Final Thought: Keep the Momentum Going
Busy season may be over, but the need to support your team doesn’t stop there. When employees feel genuinely valued and see a path forward, they’re far more likely to stick around.

Retention is about relationships, trust, and follow-through. Start now—and watch how it pays off in loyalty, performance, and culture for the long haul.