As a leader, December and January can feel like a juggling act – deadlines, team leave, office closures, and prepping for the new year. It’s a lot to manage. To help you navigate this busy time in a way that supports both your team and you, we’ve put together a few tips.
December and January can mean many things depending on where you are in the world and what you celebrate – festivities, reflection, or simply marking the turn of another year. For leaders, though, this time often comes with its own unique juggle: deadlines, team leave, office closures, and planning for the year ahead. It’s a lot to navigate, often in what feels like no time at all. Where did 2024 go?
Earlier this year, ROW heard from many in its network that people took leave at the end of last year only to return feeling just as exhausted. Rest didn’t quite do the trick. So, as a leader, how can you navigate this busy time in a way that works for both you and your team?
Here are some tips to help you through:
Between Now and the end of 2024
When things get hectic, it’s easy for meetings to focus solely on tasks and deadlines. But taking a moment to check in on how people are really doing can make a big difference. Instead of the usual “How are you?” try something like:
“How are you going? I’m asking everyone the same questions to get a sense of how things are,” and then follow up with:
- “When was the last time you exercised?”
- “When did you last spend time on your hobby?”
- “When did you last catch up with a friend?”
These are often the first things to fall by the wayside when life gets busy, yet they’re key to wellbeing. If someone hasn’t done any of these in a while, it might be a sign they’re running on empty. You might also want to gently ask how people plan to spend their holidays. For some, it will be a time of excitement; for others, it may bring stress, anxiety, or even loneliness. While you don’t need to solve these issues, being aware gives you the chance to offer support or signpost resources if needed – and it lets you follow up again after the holidays.
It often feels like everything needs to be done before the year ends, but not everything has to be a priority right now. If you can, take a moment to step back and assess:
- Which deadlines are non-negotiable, and which ones have some flexibility?
- What tasks can be delayed wait until January?
- What’s a must-do versus a nice-to-have?
Simplifying the workload can make a huge difference, giving everyone a bit more breathing room.
Now’s the time to check in with your people. If you can, schedule one-on-one conversations before the break to see how they’re feeling, what support they need, and how they’d like to start the new year. It’s also an opportunity to share that this time is tough for everyone — including you. Vulnerability can go a long way in building trust and connection.
Encourage your team to think ahead about any tasks or projects that will carry over into January. Having a clear carry-over plan — even if it’s just a shared document or a list of priorities — can help everyone feel more organised and reduce the post-holiday scramble, and confusion – especially if staff leave is staggered over the month.
starting fresh in the New Year
January is a natural time for reflection, but planning an entire year can feel daunting. Instead, break it down into more manageable chunks — focus on the first quarter or six months. As a leader, start with a planning and reflection session on your own – thinking about what’s ahead.
Ask yourself:
- How do you and the team want to feel and show up in the new year?
- What goals feel realistic for the first part of the year?
- What challenges might arise, and how could you work together to overcome them?
Rather than jumping straight into business-as-usual, consider starting the year with a team reflection session. You could ask:
- What went well last year, and what could have gone better?
- What are we most proud of as a team?
- What are our key priorities moving forward?
Reflection doesn’t have to take long, but it can help everyone feel grounded and focused.
Make a plan for how you’ll support your team’s wellbeing throughout the year. This could include regular check-ins, flexible work options, or small gestures like surprise early finishes or coffee vouchers during busier periods. The key here is to consider the intense periods of demand (and hopefully times when there is lighter demand), the support your organisation has available, and any other initiatives you’d like to work on together as a team.
As a leader, your wellbeing is vital. It’s tough to care for and lead others when we don’t have the capacity ourselves.
How you approach this is up to you. Be a scientist on yourself and experiment to find out what you need, and how you can make it happen throughout the year.
Some people find it helpful to set specific goals, while others prefer a more flexible approach. If rigid targets don’t work for you, consider setting an intention for the year instead – something that can ebb and flow with your commitments. This way, you stay open to change while still prioritising your wellbeing in a way that feels manageable.
By all means, book that marathon if it helps keep you accountable! The key is to find an approach that works for you. For some, the social aspect is most important, so they find it helpful to lean on that connection to stick to their intentions.
WRAPPING UP
This time of year will always bring a certain amount of chaos, but with some thoughtful planning, it doesn’t have to feel overwhelming. By prioritising what you can, checking in with your team, and setting clear intentions for the months ahead, you can approach this period with a little more calm and clarity.
It’s not about closing out the year and hoping for the best. Rather, it’s about setting yourself and your team up to start the next one in a way that feels purposeful and sustainable. With a little extra care now, you can make this festive season one of connection, reflection, and, hopefully, a bit of joy so you can start 2025 with a little more in the tank.
