How to Keep Your Employees Engaged & Motivated Before, During, & After the Holiday Season

It's nearing that time of year again -- the time of the holiday hustle and bustle when everyone is wrapping up projects to close out the year while trying to reserve time for family, traditions, parties, and holiday cheer. Planning, shopping for gifts, holiday parties, hosting, traveling, and dealing with grief (for some), all while trying to hit holiday deadlines, there are so many competing demands and expectations that could lead to overwhelm and burnout. While it's the most wonderful time of the year, it's also arguably the most stressful time of year.

Stress and burnout affect over 44% of employees during the holiday season with productivity dropping over 50% around this time of year. Ten percent are already slacking off before December, with that number continuously increasing as the festive season continues. But with deadlines looming and the year coming to an end, how can you compete for your employees' attention in the midst of all of the holiday chaos?

Great leaders know that motivating employees is more than setting and reminding them of goals. It's more than dishing out idle rewards. It's about recreating shared purpose and vision, reminding them of the why behind their work, affirming their value, rewarding their effort, and encouraging their recommitment when they lose sight. The holidays are primetime for people to lose their focus and motivation. Here's how you can keep your team engaged and motivated before, during, and after the holiday season.

Before

Remind Them of the Shared Purpose & Vision

Many leaders lead with goals and KPIs instead of purpose and vision, but the purpose and vision provide strategic direction and insight into the organization's goals. Remind your people of the purpose and vision, but don't just stop there. Inquire about their purpose and how it aligns with the organization's mission. Personal purpose leads to engagement. One of the conditions for employee engagement is a sense of purpose and meaning. People want to know that the work they are doing is purposeful and meaningful and will be more likely to engage and be personally motivated under these work conditions because the work is grounded in what matters and they understand the part they play in carrying it out.

Clearly Define & Break Down Goals

We all have end-of-the-year deadlines, which can be daunting when they are unclear. Clearly define what it is that the team is working towards, ensuring that its' goals align with that of the department and organization and are realistic and attainable for the season. Engage your team by including them in the goal-setting process. Collaborative goal-setting acknowledges an employee's voice and value by offering ownership over the work and process, which is vital for fostering engagement and motivation. Once the team has identified what it's aiming to achieve, rather than setting large, out-of-reach goals, avoid feelings of overwhelm by breaking down goals into small achievable targets or phases, using monthly or weekly targets to make goals more feasible.

Provide the Necessary Leadership Development Training

During the holidays, people often juggle multiple priorities at home and work and may need additional resources and support from their managers. However, most managers lack the proper training to lead effectively daily, let alone during the holidays. The truth is over 58% of managers have not received any formal leadership development training, leaving many "leaders" lacking the necessary leadership skills to lead. Managers must be equipped with the skills to connect and communicate with their employees, address their needs, and coach them through any challenges or opportunities to support a healthy work-life dynamic. Consider providing leadership development training tailored to help employees strategically hit their goals while building team morale and providing support during the holiday season.

During

Recognize & Reward Employees

While you should recognize and reward your employees all year, the holidays are a great time to acknowledge their accomplishments. The end of the year naturally poses a time for reflection for most as they reflect upon their professional performance and career standing as they plan and prepare for the upcoming year. For many, recognition and reward are what they're considering as they plan the next steps in their career and consider the opportunity costs of investing their time and effort. Many are working overtime, sacrificing and investing time away from their family and loved ones to pour into the business. Take time to personally recognize and reward them for their investment, letting them know they are valued and matter. Name and identify individual and team accomplishments and have your employees do the same. Use the points of reward and recognition to create moments that matter and affirm your employees.

Consider Flexible Scheduling & Hybrid/ Remote Work Solutions

Over the years, we have picked up the notion that presence equals productivity. However, recent research confirms that employee productivity is the same or higher than before the pandemic, even with many companies transitioning to hybrid or remote. Even when one has already scheduled time off on the calendar, thinking about all the holiday planning and preparation can still have one's mind wandering with all the errands and last-minute to-dos that must be complete before the holiday festivities begin. To mitigate distractions and dips in productivity, consider adopting flexible scheduling during the holiday season to lighten their load. Consider ways to accommodate the holiday hustle and bustle, whether it's coming in and leaving earlier or allowing a few additional hours or a day to run holiday errands. Hybrid or remote working is also a great option to increase productivity and boost morale for employees who request fewer distractions and more time at home with family.

Encourage and Model Time Off

As we gather with family and friends and share traditions, the holidays are a time to connect and savor the season with those who matter most. Arguably more than any other time during the year, the seasonal joy reminds us that there is life outside of work, and most people would like to spend that time with their friends and family. Rather than setting unfair and unreasonable standards and expectations, encourage your employees to take time off and do the same yourself. More than 51% of employees are afraid of asking their manager for time off during the holidays. It's not that employees don't want time off; the company culture makes them feel unsafe to ask, warns Organizational Psychologist Marc Pine, Ph.D. That speaks to the toxic and fear-based culture that many companies have established, which is detrimental to productivity, employee well-being, and engagement. When employees see their managers taking time off, they are more likely to feel comfortable and safe to do the same.

After

Conduct a Post-Holiday Check-In 

January 16th this upcoming year, also known as "Blue Monday," marks the day that people will most likely feel depressed, experiencing the effects of the holiday hangover. Once the holiday festivities conclude and work has recommenced, check in with your employees to see how they are fairing. Prioritize their mental health and well-being by encouraging them to address their mental health concerns or needs. Inquire about how you can best support their transition back to work and strategize together to help them prioritize and organize their tasks.

Encourage Personal and Career Development

New Year is a holiday when people naturally reflect on their life and career and set new goals and intentions. Encourage your employees' growth and development by leveraging and developing their strengths, passions, values, and interests at work. Ask them what would be most meaningful and beneficial for them or what they would like to learn to be more equipped or confident in their role, and incorporate these actions into their personal or individual development plan. If several team members have similar interests, needs, or goals, consider arranging training to focus on skill and leadership development. Doing so will not just show your commitment to listening and action; it will also show your care and investment in their growth and development.

Offer Coaching, Mentoring, & Support

It's not enough to be a great manager. The best leaders know how to coach, mentor, and support their employees in reaching their purpose and potential. Coaching is a collaborative relationship between the leader and employee where the leader helps to transform their employees by asking the right questions that will lead to the right answers and actions that will shape their growth and development. A leader transforms from coach to mentor when they can give guidance and support as they help employees reach their goals. Far too often, we see leaders inquire about their employees' career paths but provide no assistance in creating and guiding the path or accountability, ensuring that they stay on the right path. Don't just ask questions; support them in living their purpose and reaching their full potential. Coach them into action, guide them, and hold them accountable for what they are setting out to achieve in this new year.

As we prepare to enter into the busiest but most wonderful time of the year, it is easy to lose focus amid all the holiday hustle and bustle and lights. Holiday burnout and the holiday click-off are real. Reinvigorate your employees by reminding them of the purpose and vision, setting realistic, bite-sized goals, and giving them the flexibility, recognition, and support they need to excel and do meaningful work before, during, and after the holiday season.