“Yay! It’s the Holidays
Managing holiday stress
It’s a balancing act for a lot of us, especially in the workplace. It’s a unique time – a swirl of year-end deadlines, family obligations, travel, celebrations, and emotional highs and lows. For many teams, it’s the most stressful time of the year. Others find it energizing, and for many, it’s a combination of both. Your leadership can make the difference between a team that’s overwhelmed and one that feels supported, connected, and even joyful.
Here are practical ways managers can help teams not only lower the stress level but also genuinely celebrate the season together.
Normalize Stress and Mixed Emotions
The holidays bring different experiences for different people. For instance, some people get really excited (You can tell, they start putting up decorations in October). Others may be grieving, worrying about finances, or navigating family strain. They just want to be done with it. It doesn’t mean the stress manifests differently; it’s the intensity that takes it up a notch. Click here for some of the ways we stress out. I’m not saying you need to solve these challenges, but if you consciously work at creating space for people to be human, they’ll thank you for it in the end.
Normalize the fact that emotions will fluctuate. A simple acknowledgment—“This season can be wonderful and stressful. If you’re feeling stretched, you’re not alone.”—reduces pressure and helps employees feel seen rather than judged.
Clarify Priorities and Protect Focus
Teams often face competing demands in November and December: year-end goals, client expectations, extra meetings, and reduced schedules. Help your team survive the chaos by making priorities unmistakably clear.
Ask yourself (and your team):
- What truly needs to be done before year-end?
- What can wait?
- What can be simplified?
Then clear obstacles. Cancel unnecessary meetings. Shorten standing check-ins. Give people protected time for deep work. When managers remove ambiguity, teams experience less stress and produce better work.
Be Flexible
Flexible schedules are one of the most valuable gifts a manager can offer this time of year. People may need time for school events, holiday travel, caregiving, or simply to rest.
You don’t need to say yes to everything, but aim for generosity and consistency. Create a shared calendar for time-off requests. Encourage coverage planning to help the team support each other. And when someone takes time off, protect it. Don’t “check in” for the sake of checking in. If it’s not a safety issue or a true (as in life-threatening) emergency. It can wait. You need the rest, too.
Celebrate Inclusively
The holiday season isn’t just about one tradition. Your team may celebrate Christmas, Hanukkah, Kwanzaa, Diwali, Winter Solstice, or none of the above. An inclusive celebration means honoring the season without centering only one cultural experience.
Instead of a “Christmas party,” consider:
- A year-end celebration
- A “winter appreciation lunch.”
- A cultural potluck or tradition-sharing board
- A voluntary gift exchange that’s low-pressure and low-cost
The point isn’t to create more commitments—it’s to create moments of connection.
Reduce Year-End Burnout with Clear Boundaries
Encourage employees to set boundaries—and model them yourself. Log off at a reasonable hour. Take your own time off. Avoid sending after-hours emails unless urgent. When leaders set healthy boundaries, teams feel permission to do the same.
End the Year with Appreciation, Not Exhaustion
Finally, celebrate what your team has accomplished. Recognition doesn’t require a budget; it requires intention. Share specific wins, name individual contributions, and thank your team publicly and privately.
When people feel valued, the stress of the season becomes more manageable—and the celebration feels more deserved.
Happy holidays, everyone – see you next year