Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
- In the U.S., around 70% of workers have lost focus by December 20, signaling the onset of the holiday wind-down.
- Employers can combat the holiday productivity slump by proactively implementing core strategies to sustain company performance.
- Setting achievable end-of-year goals and acknowledging the year-round contributions of your staff can ensure that everyone can enjoy the holidays.
The holiday season can be a time of eager anticipation for employees looking forward to a well-deserved break; however, it can also raise concerns for employers who fear a drop in productivity when workers mentally switch off. December, in particular, can be a challenging month for employers as they balance sustaining productivity with embracing the holiday spirit.
Why Employers Should Strategically Navigate the Holiday Season
In the U.S., there is a common trend for productivity to begin declining from late November, around Thanksgiving, and continue to dip until early January. Some companies even opt to shut down entirely during this period (although this approach may not be practical for all organizations). Younger employees, specifically those aged 18 to 24, are more prone to switching off earlier (approximately three days before their older colleagues). The highest levels of employee disengagement occur between the 16th and 19th of December (the Holiday Click-Off).
According to a recent survey, approximately 50% of employees in the U.S. anticipate a drop in productivity around the 15th and 16th of December. The U.K. follows a similar pattern (typically a few days later, around the 18th of December), while in Germany, productivity tends to lag approximately five days after the U.S. By the final Friday before Christmas, productivity decline peaks across all three countries. An additional 20% of U.S. workers tend to lose focus between December 19th and 20th, signaling the start of the holiday wind-down (in the U.K., this figure rises to 21%).
There are also dips in productivity after the holidays, resulting in an overall decrease spanning two months (December and January). Reports indicate that only 22.8% of tasks are completed during this period, compared to 27.3% across the remainder of the year. A key contributor to the drop in January performance is the prevalence of post-holiday blues, impacting as many as 64% of workers.
However, employers should not use these statistics to argue against the holidays; work vacations are not only essential but also beneficial. Employees who take a two-week hiatus can contribute to an overall rise in company performance of around 15%. Additionally, employers should recognize that time away from the office results in an 80% reduction in stress.
4 Tips for Embracing the Holidays While Maintaining Productivity
1.Plan and Prioritize
December presents the perfect opportunity to reassess and prioritize your to-do lists. Identify tasks that genuinely demand your attention and consider whether specific projects could be deferred (or even scrapped altogether).
Strategic holiday planning involves allocating tasks and projects judiciously and fairly to prevent overburdening your staff. Explore hiring seasonal workers or students where feasible and offer overtime opportunities to willing (and able) employees.
Effective time management in the weeks leading up to the holidays is also beneficial as it enables flexibility to accommodate any last-minute emergencies and unexpected projects. Proactive leadership also empowers individuals to completely disengage during their leave, preventing them from returning to an overwhelming workload and preserving the benefits of taking a break.
2.Respect and Accommodate Diverse Staff Priorities
No holiday, including Christmas, should require mandatory attendance at office events. Employers must respect that their staff will have diverse priorities during the holiday season, and some employees might not observe the holidays for various reasons, such as religious or personal beliefs. Avoid assumptions about someone’s participation (or non-participation) in festivities based on religion and faith. Similarly, do not presume that employees not participating in office events will not want time off during the holidays.
When delegating extra work to staff during holidays, do so sensitively and consider offering compensation. The challenge is to foster an inclusive festive atmosphere that leaves no one feeling alienated, uncomfortable or even discriminated against.
3.Engage in Clear Communication
Before the holiday season begins, employers and employees should both establish clear and consistent communication. It is advisable to communicate how the company determines who takes leave and when (which may depend on tenure, performance, or a first-come-first-served approach). Employers should encourage staff to submit their leave requests as early in the year as possible (following the company’s holiday policy). Employers must ensure fairness and avoid any perception of inequity or favoritism when approving leave dates.
Employees should be well-informed about timelines and their responsibilities in the lead-up to taking leave (and outline their post-leave work commitments). This practice not only maintains productivity levels but also eases some of the anxieties linked to returning to work in January.
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The effective sharing of organizational priorities is essential for sustaining overall productivity during this season. Communicate end-of-year company goals considerably earlier in the year and ensure all staff have the resources and time to meet those objectives.
4.Set the Right Tone Through Your Actions
To promote your workforce’s well-being, encourage employees to completely “switch off” during their leave. Employers should lead by example, thus ensuring no one feels obliged to work during Christmas. The holidays also provide an ideal occasion for employers to embrace flexibility and explore alternative schedules and work arrangements.
To motivate your team, consider setting an exciting end-of-year objective and encourage all employees to participate. This approach has the potential to boost productivity levels during a critical period. Provide opportunities for employees to feedback on progress and reflect on their individual goals before taking a break. Traditionally, January sees increased turnover rates as people use the start of the New Year to reassess their life choices. By providing your staff with an opportunity to engage in self-reflection, you actively contribute to your organization’s diversity, equity, and inclusion (DEI) goals, potentially averting the typical January turnover trend.
Approach the Holidays From a More Positive Perspective
By adopting these strategies, employers can embrace the holidays more positively. Anticipate and plan for the potential dip in productivity during December, refraining from attributing any decrease solely to employee performance. Set realistic targets, acknowledging that December might not be “business as usual.” Instead, shift your focus to celebrating your staff’s year-round achievements. Take the time to appreciate your staff’s contributions and offer praise where due; after all, it is the season of giving.
