It’s that time of year and Holiday-itis is running rampant.

As we countdown to the holidays, work motivation may be hard to find. While some are excited about the upcoming holidays, others are likely stressed, tired, or overwhelmed, depending on their personal situation. These factors will impact your team’s energy level and productivity. It’s likely that some team members may only do the bare minimum. How do you avoid this contagious virus that sucks productivity from us? 

Here are some strategies to finish the year strong:

Keep communication a priority. This time of year your team needs more frequent communication or reminders. Focus on clear messaging. The overwhelm of the season causes a great deal of noise, and many have information coming at them from all directions. Make sure your communication is effective by making it focused and concise. 

Set goals. But make sure they are attainable and support the vision of the company. This isn’t a time to add additional stress or meaningless tasks, but a reasonable goal for the end of the year can keep your team focused. 

Continue with accountability at all levels. If your leadership team is slacking, taking extra long lunch breaks, frequently leaving early, and putting off tasks till after the first of the year—the rest of your team will do the same. Set a good example.

Reinforce boundaries. While this is vital year-round, it is especially so during the holiday season. This means no emails after work hours or unrealistic timeframes that require working extra hours on the weekend. Communicate to your team that you do not expect or need them to work extra during this season.

Relax rules where you can (without sacrificing productivity). The options for this will depend on the uniqueness of your business. Here are some suggestions: 

• Adapt more flexible work hours. 

• This could be the option to arrive late or leave early if the time is worked on another day. 

• You could allow work-from-home time (if that’s an option). 

• Allow extra time at lunch since eateries will likely be busier with holiday traffic.

• Adjusting the schedule so your team can skip the evening crowds and shop for an hour or so during the day.

• Do away with restrictive uniforms or office dress code policies for a week. 

• Allow children in the office, if age appropriate, since many schools let out earlier for the holidays.

• Give the team permission to have packages delivered to the office. This will help keep their incoming gifts safe from porch thieves or bad weather this time of year. 

Get into the holiday spirit. Support a cause as a team. This doesn’t mean passing the hat for monetary donations (that can add to stress for some employees). Instead, close the office early one day to volunteer as a group in your community—serve food at a soup kitchen, work on minor home repairs for the elderly—the possibilities are endless. This builds relationships among your team, allows for a reprieve from time at work, evokes emotions of the holiday season, and most importantly supports those in need. 

Have fun. Plan an ugly sweater party, have a cubicle/desk decoration contest, hire a Santa to visit the office, and allow your team to bring their families (or pets) for photos with him. These activities don’t have to be extravagant or costly but can boost the morale of your team.

Show your appreciation. Reward hard work. The typical expectation for this time of year is a bonus (and that is always welcomed) but think of additional ways you can show you care during the holidays. Sending intentional and thoughtful notes to your employees is a great place to start.

Finishing the year with happy employees will set your team up for success in the new year. The effort you put towards your team this time of year is impactful and a direct reflection of your company culture. 

Looking for more ways to build a culture that retains a winning team? The Retention Process Toolbox provides resources you need to create a culture of worth in the workplace. Or for a more in-depth look at this topic, get a copy of The Retention Process: Create a Culture of Worth in the Workplace.

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