The Christmas lights are up, 'All I Want for Christmas' is blaring from the speakers in the high street, but in your company, it's not all peace and joy? Sounds familiar! In many companies, the end of the year is the busiest period of the year. Let's take a look at how to get through it.
What is one of the biggest risks your company faces during this period? That's right: the loss of a key employee. With these tips, you'll not only make it to 31st December, but your team will also be back at work in early January, raring to go!
How do you recognise overworked employees?
What makes the end-of-year period so hectic for you and your employees? It is often a combination of pressure at work and at home. While the team is working hard to meet the annual targets and final deadlines, at home the family needs them, Christmas dinners have to be planned and New Year's gifts have to be found.
As an employer, it is important to be aware of what is going on in your employees' lives. By identifying overload in good time, you can prevent people from pushing themselves beyond their limits.
Be attentive to small changes in your team members: are they making more mistakes, are people reacting irritably or cynically, does anyone look tired, or are you hearing more complaints about headaches or muscle pain than usual? If so, take action: it's time to work smarter, not harder.
First aid for end-of-year stress at work: priorities!
Many entrepreneurs and teams work 'on instinct' and in normal periods that works fine. But when time is ticking away mercilessly and the to-do lists are only getting longer, you can't cope anymore. To prevent everyone in your company from just putting out fires, you need structure.
These techniques will help you set priorities more easily:
The MoSCoW Method helps your team to jointly determine what absolutely must be done before the holidays and what is 'nice to have'. You also consciously choose which tasks or projects to leave aside for the time being. And that gives you peace of mind.
The Eisenhower Priority Matrix is a useful tool for identifying the most important and urgent tasks at an individual level. Encourage your employees to work with it and you can rest assured that they will prioritise the right tasks.
In addition, you can focus on smooth communication that responds quickly. Eliminate long, fixed meetings or replace them with short moments when you 'check in' with the team. Show your commitment to your employees: regularly ask them what obstacles they are experiencing and remove them for them.
Motivate your team with non-financial rewards
Can your employees already count on a substantial end-of-year bonus or a bonus if they achieve their targets? Are you already organising a Christmas party? Great! But it's not that simple. You don't want employees to be so exhausted that they see their bonus as 'hush money' or that the party feels like 'another evening without my family'.
So pay attention to the weekday workload during this hectic time for everyone. For example:
Thank employees personally and be specific in your compliments. That means more to them than a general 'well done' message.
Offer flexibility and trust. Does someone need to run an errand for a party or is it difficult to contact parents after working hours? Give people the freedom to leave a little earlier and trust that they will catch up on their work in time.
Keep motivation high by setting interim, achievable goals and deadlines and taking a moment to celebrate when they are achieved. Perhaps even with a slice of cake with your coffee?
Show that you think it's important for your employees to have time for their family and friends, even when things are extra busy at work. Respect their (legally established) right to disconnect and don't expect your employees to check their mailbox or phone in the evenings or at weekends.
Did you know that non-financial rewards such as these have a greater impact on the motivation and commitment of your employees than financial ones? This is clearly demonstrated by research conducted by Vlerick Business School.
No insurance for human capital
With these tips, we hope to inspire you to take some extra time during the darkest period of the year to reflect on the things you cannot insure. Your relationship with employees and customers, your (physical and mental) health and that of your team, the atmosphere in your company... these are all just as important to the success of your business as a solid fire insurance policy or occupational accident insurance.
On behalf of our entire team, I wish you and your employees a peaceful end-of-year period, wonderful holidays and a healthy 2026.
Thank you for your trust!
