As the holiday season approaches, many of us feel a mix of excitement and anxiety. The end-of-year rush, social expectations, and pressure to balance personal and work lives can make November and December feel like a whirlwind. For HR professionals, managing this period isn’t just about handling personal stress—it’s also about creating an environment where employees feel supported and able to thrive.
With the right approach, HR teams can help create a festive season that boosts morale, enhances team bonds, and reduces stress. This article explores some strategies to help HR teams navigate holiday stress effectively, from organising team volunteer opportunities to modelling a healthy work-life balance.
1. Team Volunteering: Giving Back Together
One way to break up the holiday frenzy is by encouraging the team to come together for a cause. Volunteering as a team can provide a sense of unity, purpose, and a refreshing change from regular work routines. As an HR leader, you can identify local charities or community projects that need help over the holidays and arrange for a team day out. It could be sorting donations at a food bank, packing hampers, or even helping with community events.
In addition to being a morale booster, volunteering can relieve individual stress. Acts of service release feel-good hormones, which positively impact mental health. When employees volunteer together, it creates a shared experience that fosters teamwork and camaraderie. Volunteering reminds people of the positive impact they can make and may lead to new friendships, a deeper connection to their colleagues, and a renewed sense of purpose.
2. Embracing Flexibility
The holiday period is naturally chaotic. There are family obligations, kids’ school plays, holiday travel plans, and other personal commitments. Encouraging flexible work arrangements is one of the best ways HR can support employees through this busy time. Not only does flexibility help employees meet their personal obligations, but it also reduces stress, promotes productivity, and builds loyalty.
For instance, allowing employees to start or finish their workday at different times can give them breathing space to tackle holiday errands or attend personal events without stress. This might include compressed workweeks, offering half-days, or enabling employees to work from home more often. By giving people the autonomy to shape their schedule, you’re showing that you trust them to manage their responsibilities—and they’ll likely repay that trust with increased productivity and appreciation for the company culture.
3. Modelling Work-Life Balance as a Leader
Encouraging work-life balance isn’t just about policies—it’s also about leading by example. As HR professionals, we often talk about balance and wellbeing, but the best way to reinforce these values is to live them ourselves.
Take breaks, use your annual leave, log off at a reasonable hour, and communicate openly about your own work-life boundaries. When leaders model healthy behaviours, employees feel empowered to do the same. Many employees feel guilty or hesitant about taking time off or switching off after hours, especially when workloads are high. By showing that you prioritise balance, you make it clear that employees are also free to manage their time without feeling judged or worried.
It’s easy to fall into the trap of being "always on," especially as an HR professional. However, showing that it’s okay to log off and recharge can encourage the team to take care of themselves without guilt, which is essential for managing holiday stress.
4. Encouraging the Use of Employee Assistance Programmes (EAPs)
Employee Assistance Programmes (EAPs) are invaluable, especially during the holiday season. This is the time of year when personal pressures can peak, from financial stress to family issues and feelings of isolation or loneliness. Yet, many employees still feel hesitant to access EAP services due to stigma or lack of awareness.
As an HR professional, you can help by openly discussing the benefits of EAPs and destigmatizing their use. Send out reminders about what EAPs offer—whether that’s confidential counselling, financial guidance, or other support services. You might even consider a team meeting or lunch-and-learn session where an EAP representative can come in to explain the services in a friendly, approachable manner.
Ensure your communication about EAPs is sensitive and inclusive. Highlight that these services are for anyone and everyone, regardless of whether they’re dealing with a crisis. Remind employees that talking to someone doesn’t mean they’re failing to cope; rather, it’s a proactive step to stay mentally and emotionally healthy.
5. Building a Positive and Inclusive Holiday Culture
While the holidays are often a time of celebration, it’s essential to remember that not everyone celebrates in the same way. HR teams play a critical role in creating an inclusive environment where everyone feels comfortable, no matter their traditions or beliefs.
Instead of the usual holiday party or after-work drinks, consider alternative celebrations that everyone can enjoy. This could mean hosting a team lunch with non-alcoholic options, planning a secret Santa where people exchange thoughtful but low-cost gifts, or even hosting a cultural potluck where team members share dishes from their heritage. Whatever you choose, make sure that events are inclusive, and participation is optional.
Remember that while some people are energised by social events, others find them stressful. By offering a mix of social and low-key holiday activities, you can cater to all personality types and help everyone feel included without pressure.
6. Simplifying Goals and Priorities
The end-of-year crunch can make people feel overwhelmed with deadlines, targets, and projects that all need finishing before the clock strikes midnight on 31st December. As an HR leader, work with other departments to simplify goals and focus on realistic priorities.
Encourage team leaders to break down big tasks into manageable milestones and clarify which projects are essential to wrap up before the holidays. By minimising end-of-year workloads, you’re setting employees up to return refreshed and motivated in the new year, rather than exhausted.
Consider setting up dedicated time blocks for focus work where employees can concentrate without distractions. Promoting "no-meeting days" or quiet hours can help people focus on their high-priority tasks and reduce the time they spend juggling multiple things at once.
7. Recognising and Appreciating Efforts
During the holiday season, a simple "thank you" can go a long way. Recognising employees’ hard work, resilience, and dedication over the year can significantly lift spirits and reduce stress. Whether it’s through a thoughtful email, a holiday bonus, or a team appreciation event, taking the time to acknowledge everyone’s contributions helps employees feel valued and appreciated.
Consider writing personalised thank-you notes, hosting a year-end appreciation breakfast, or creating a small awards ceremony where team members can nominate each other for things like “Most Supportive Colleague” or “Team Player of the Year.” Recognition doesn’t have to be extravagant—it just has to be sincere.
In Summary: Prioritising Wellbeing This Holiday Season
Navigating holiday stress in the workplace is no small task, but with the right tools and mindset, HR professionals can make the season feel supportive and enjoyable. By creating opportunities for volunteering, fostering flexibility, modelling balance, and encouraging the use of EAPs, you can help reduce stress and create a happier, more engaged workforce.
So, let’s embrace the holidays with a focus on connection, balance, and kindness—and make this season a positive experience for everyone.