As the holidays approach, it is important for managers to organize schedules, deadlines, and breaks to make the transition as smooth as possible. Navigating who is off at what time, and what work needs to be done can be a challenging task. Managers can implement plans and expectations to limit holiday anxiety and avoid a dip in quality of work. It is pivotal to remain on the same page as employees before, after, and upon return from holiday breaks.
Set goals. The key to managing the holiday season is to set clear goals and expectations. Establishing work objectives and deadlines can keep employees on task and prevent unexpected assignments. Employees will then have a solidified workload to complete before taking a holiday break. “I keep things moving by setting super clear goals for the team before the holidays hit. Everyone knows exactly what needs finishing, so even if people are out, there’s no confusion about priorities,” Adhip Ray writes for Forbes.
Offer flexibility. Schedule flexibility is extremely beneficial during the holiday season. After setting attainable goals, giving employees more freedom in their schedules can reduce stress and feelings of being overwhelmed during a busy time. “This can include adjusted start and end times, compressed workweeks, or remote work options. Providing flexibility acknowledges the diverse needs and commitments of your workforce, allowing employees to balance work and personal obligations better,” Melissa Francois writes for Tilson HR.
Be prepared for return. Managing employees can be difficult upon returning from the holiday season. Therefore, it is crucial that managers have a plan in place to positively integrate employees back into the workplace. “Easing back into work requires management to engage in the process actively and intentionally. It’s beneficial for your first focus to be on company culture before diving headlong into work. This provides a cushion that lets your team feel valued and welcomed back, instead of being bombarded or feeling punished for their time off,” according to a 2022 web post by Churchill Leadership Group.
