As the calendar year comes to a close, many employees face additional challenges that can significantly impact their overall wellbeing. Research indicates that half of UK workers identify December as the most stressful month, citing work deadlines, busy social calendars, and living costs as contributing factors. Moreover, the post-holiday period can be equally daunting, with employees struggling to overcome holiday blues and the pressure to catch up on tasks.
Support Personal Resource Management
Pressure is a constant in both work and personal life, potentially fueling growth but also becoming overwhelming during periods of increased workload and stress, such as the end of the year. To create an environment where employees can manage pressure in ways that suit them and speak up when demands exceed their coping abilities, leaders must model behaviors that support sustainability. This includes encouraging regular breaks, promoting a clear boundary between work and personal life, providing flexible working arrangements, and ensuring employees can fully disconnect after work hours.
Foster Psychological Safety
Creating a culture of psychological safety is crucial to ensure employees feel comfortable speaking up or taking breaks without fear of being perceived as unproductive. Building such a culture requires genuine commitment from leadership to model trust-building behaviors and encourage openness and inclusion. A psychologically safe environment allows employees to feel authentic, bring their full selves to work, and contribute their ideas or admit when they need downtime to recover. Employees will be better equipped to manage end-of-year workloads and regain motivation after the holidays if they operate in a psychologically safe space.
Promote Realistic Expectations
To prevent last-minute stress, setting realistic goals for the final weeks of the year is essential. Given the time constraints and holiday distractions, employers should ensure deadlines are achievable and help employees focus on critical projects while clearly communicating priorities. Once employees return to work, encouraging them to prioritize high-impact tasks can prevent feeling overwhelmed. By focusing on what matters most, employees can manage workloads more effectively, maintain steady progress, and prevent a drop in motivation.
Provide Access to Professional Support
Leaders may not have all the answers to address workplace issues, but they can listen and direct employees to accessible support services. Providing a safe, non-judgmental space for employees to discuss challenges is vital. This support could come from trusted colleagues or professional therapists, and leaders should ensure these resources are readily accessible. By offering such support, employers can prevent pressure from escalating into severe issues and promote a culture of care.
Lesley Cooper, founder of consultancy WorkingWell and co-author of “Brave New Leader,” emphasizes the importance of employers recognizing that wellbeing results from a balance of physical, mental, and social health. To support employees during the festive season and beyond, employers must create psychologically safe workplaces that enable individuals to manage their personal energy resources and access the necessary support. This approach should form the foundation of wellbeing strategies throughout the year.