“I’m so tired, the darkness makes it really difficult to be motivated at this time of year.”
“I think I have SAD (seasonal affective disorder), have you tried one of those lamps?”
“I can’t wait to break up for Christmas, I just need a rest.”
As a manager, and member of the workforce for over 25 years (not to show my age too much), one thing never changes – the fact that motivation in the winter as the nights draw in is a struggle for the majority of those at work.
On top of this, we often find ourselves juggling year-end tasks, planning for the new year and struggling to meet deadlines, debating whether to work that bit extra over the holidays to clear our plates. But, amid these responsibilities, lies a critical yet often overlooked priority: ensuring you and your team can relax and recharge during the holidays.
The festive break, for those able to take one, represents a unique opportunity to reset, strengthen wellbeing, and foster long-term productivity.
Why do rest and relaxation matter?
Historically, December sees the pinnacle of work-related stress levels among the UK workforce – copious surveys at this time of year have revealed just how run down many people feel. This isn’t just because of work-related pressures, but also due to family and childcare responsibilities, social obligations, and financial pressures.
If not managed correctly these things will eventually lead to workplace burnout, a state of physical and emotional exhaustion. This period is an ideal time to interrupt this cycle. Encouraging your team to take a genuine break is not just about being a compassionate leader, it’s a strategic investment in your team’s health, happiness, and performance.
Rest allows the brain to recharge, fostering creativity and problem-solving capabilities. Studies have shown periods of relaxation lead to improved focus, better decision-making, and heightened emotional resilience. For many employees, the festive break may be their only chance for uninterrupted downtime in an otherwise hectic year. As a leader, it’s your responsibility to ensure they can fully embrace this opportunity.
Communicating the importance of switching off
Your role as a manager starts with setting the tone for the festive period. If you remain visibly connected to work during the holidays, your team may feel pressured to do so too. On the other hand, demonstrating a commitment to your own downtime sends a powerful message.
It is important to explicitly communicate the importance of taking a break. Share with your team that the festive period is a time for rest and reconnection with loved ones and emphasise work can wait. Clear boundaries such as limiting emails, deferring non-urgent tasks, and avoiding after-hours calls help create an environment where relaxation feels possible.
Creating boundaries for the festive period
While encouraging rest is important, implementing practical measures to support it is essential. Start by reviewing and managing workloads in the weeks leading up to the holidays. Address any pressing deadlines to prevent last-minute chaos and ensure projects are either completed or put on hold until the new year.
Expectations for the holiday period should be clarified, and you should let your team know if cover is needed for critical tasks or emergencies and designate specific individuals to handle these responsibilities. Rotate this duty fairly to prevent overburdening certain team members. For everyone else, make it clear they are not expected to monitor emails or respond to work-related messages during their time off.
Encourage your team to set out-of-office notifications and communicate holiday schedules to stakeholders. By managing external expectations, you can reduce the likelihood of disruptions that could pull employees back into work mode.
Supporting wellbeing beyond workload management
Relaxation during the festive season goes beyond simply logging off from work. Encourage your team to prioritise self-care and engage in activities that bring them joy and relaxation. Share resources or ideas for stress management, such as mindfulness apps, exercise routines, or tips for creating a meaningful holiday experience.
Be mindful of the diverse ways people celebrate the festive period – or choose not to celebrate at all. Not everyone’s experience of the holidays is joyful; for some, it can be a time of stress, loneliness, or financial pressure. As a leader, promoting an inclusive and understanding environment is crucial. Offer support where needed, such as flexible working arrangements leading up to the break or access to mental health resources.
Recognising and rewarding effort
As the year ends, it’s important to acknowledge the hard work your team has done. Recognition and appreciation are key drivers of employee engagement and wellbeing. A sincere thank you can make a lasting impact, helping employees feel valued and motivated as they head into the break.
Consider hosting a team celebration, buying them a small gift to aid their relaxation, or writing personal messages of gratitude to each team member. These gestures, no matter how small, demonstrate your recognition of their efforts and care for their wellbeing. By ending the year on a positive note, you will enhance your team’s sense of connection and trust, which is essential for long-term collaboration, wellness and morale.
Returning with renewed energy
Making sure your team has a proper festive break isn’t just about the holidays, it sets the stage for the new year. Employees who feel rested and supported are more likely to return to work with enthusiasm, creativity, and a willingness to tackle new challenges.
While the festive period is a time for celebration, it’s also a chance for reflection and renewal. Those who prioritise their team’s ability to relax and recharge demonstrate a forward-thinking approach to workplace wellbeing benefitting individual teams and the organisation as a whole.
If you’re looking for a new team member to start your year with a bang, get in touch with your local specialist recruiter today.
