The end of the holiday season is a transition that can bring mixed emotions for employees. For some, this transitional period evokes feelings of loss, isolation and loneliness. These feelings, often called the “January blues,” can manifest as worry, anxiety, fatigue, and discouragement.
The return to work can exacerbate these emotions, particularly for those grappling with increased workloads, financial stress from holiday spending or unmet expectations from holiday gatherings.
After the holidays, your employees might feel:
Persistent feelings of sadness or low mood: After the holiday festivities, many individuals experience a noticeable drop in mood, finding it challenging to shake off feelings of sadness or melancholy that persist throughout the day.
Disinterest in activities previously enjoyed: Hobbies or activities that once brought joy may now seem dull or burdensome, reflecting a lack of engagement and enthusiasm.
Alterations in eating or sleeping habits: Changes such as a loss of appetite or overeating, coupled with insomnia or oversleeping, can disrupt physical well-being and indicate emotional distress.
Withdrawal from social or professional engagements: Avoiding gatherings, meetings or social events can become common as individuals feel overwhelmed or uninterested in interacting with others.
Feelings of worthlessness or hopelessness: Some experience a pervasive sense of inadequacy or hopelessness can severely impact self-esteem and motivation, leading to poor job performance and dissatisfaction.
Increased irritability or frustration: Others find themselves more easily agitated or frustrated, straining personal relationships and hindering effective communication in the workplace.
Difficulty concentrating or making decisions: Post-holiday stress can manifest as trouble focusing on tasks or making sound decisions, which can impede productivity and lead to mistakes.
All of these feelings can lead to overwhelm and put employees at risk of spiralling into anxiety or depression, affecting their outlook, energy and ability to thrive.
Be proactive in combatting the January blues
Being proactive and promoting well-being can help you maintain productivity, reduce unnecessary absences and mitigate the risk of employee turnover.
To reduce stigma, it can be helpful to to talk openly about the January blues. Make it clear there is no shame in accessing support. The goal is to mitigate mental harm and ensure employees know support is available.
Sending out a general communication to welcome employees back while acknowledging the joys and challenges of starting a new year can be helpful. In addition, you might consider:
Encouraging open conversations: Prioritize creating a safe, non-judgmental space where employees feel comfortable discussing their feelings. Regular check-ins can open the door to meaningful dialogue and early intervention.
Promoting self-care: Encourage balanced living through good nutrition, exercise and sleep. A culture that supports work-life balance and personal care contributes to long-term employee wellness. February is an excellent time to launch resiliency and mental fitness training to help individuals focus on creating and rebuilding energy so they can flourish.
Educating about available financial counselling support: Many EFAP programs offer financial counselling to assist with challenges such as debt management. This can be particularly helpful for employees dealing with inflated debt from holiday overspending.
Providing leaders with a cheat sheet to recognize warning signs: All leaders in your organization should be observant and responsive to changes in behaviour or mood within their teams so they can facilitate timely interventions to help prevent serious mental health issues.
Promoting mental health resources: Ensure all employees can access mental health resources such as counselling services and employee assistance programs.
Fostering social connections: Organize team-building activities and virtual gatherings to strengthen interpersonal relationships and provide social support.
Setting realistic expectations: Manage workloads and set feasible goals to manage stress levels and help employees start the year off on the right foot.
Educate leaders and peers to act quickly: If signs of severe depression or suicidal thoughts are present, connect the individual with professional help immediately. Individuals can reach out for crucial, 24/7 support by calling 988, the National Suicide Prevention Service. This service provides immediate assistance and guidance for persons in crisis. It helps employees in crisis understand they never need to face challenges alone.
It's natural to feel a shift in mood and a bit of a letdown after the holidays. However, by staying attentive, taking proactive steps and promoting mental well-being, leaders can prevent this time of year from taking a toll on employees’ mental health.
Get to know the authors – Dr. Bill Howatt