As the festive cheer dissipates, the arrival of January often brings with it a wave of subdued energy known colloquially as the “January blues.” Employees may find themselves grappling with post-holiday fatigue, gloomy weather, and the daunting prospect of returning to the daily grind after a period of relaxation. For employers, understanding and addressing the January blues is crucial to maintaining a positive work environment, sustaining productivity, and reducing absenteeism.
In this blog, we delve into the impact of the January blues on the workplace and explore practical strategies that employers can adopt to improve staff wellbeing and positivity which can benefit both employees and organisations alike during this challenging period.
1. Engage and Empower: Fostering a Motivated Workforce
Communication and involvement are key to making employees feel like they are an important part of the organisation. If they don’t understand what the organisation is trying to achieve this year or they don’t feel valued, why would they feel motivated or inspired to work hard all year round?
Take time to discuss personal and professional plans for the year. Help to set some achievable goals on an individual or team basis in the short term to get an early ‘win’ under their belt, creating a sense of achievement and motivation to continue in the same way.
2. Reflect and Recognise: Acknowledging Achievements for January Motivation
Recognising the successes of the previous is a great way to keep your employees motivated throughout January.
More frequent employee feedback and praise as and when appropriate can also help people feel appreciated and valued. If an employee does a good job at something, tell them, if they are always performing at a consistently high level, acknowledge this to ensure they know that their efforts are not overlooked but are seen and appreciated.
3. Navigate with Sensitivity: Addressing Individual Wellbeing
We are all individuals and what works for one person may not work for another. The reasons why a person may be feeling down, disengaged or fed up will also differ. Some may have more deep-rooted reasons behind their behaviour or feelings.
Try and spot signs that someone is unhappy and talk to them about it. Ask if there is anything that can be done to provide support and assistance. If they don’t want to talk about it, don’t push the point. However, look to revisit the conversation again at a later date to see if there is an opportunity to help. In the meantime, make them aware of any employee assistance programmes you may have in place, where they can discuss issues in confidence.
If you feel that a person has more substantial issues than just feeling a bit fed up because it’s January, signpost them to mental health first aiders or external support and counselling services. Depending on the situation, reasonable adjustments may need to be considered and specific advice should be taken on how best to manage and support these individuals on a case-by-case basis.
4. Lead with Positivity: Setting the Tone for a Positive Workplace
Just as negativity within a team can spread, so can positivity.
Even if managers, HR or organisation leaders don’t feel entirely upbeat themselves, if they communicate positive messages to their teams, praise and give positive feedback to individuals, this can help their workforce to feel more positive and that, in turn, may assist leaders in feeling more positive also.
5. Small Actions, Big Impact: Personalised Strategies for Employee Wellbeing
Ask employees what changes can be made to help them through January – for some this may be additional team engagement (especially if staff are working remotely), for others it may be biscuits in the break room, access to healthy choice snacks or a care package to remote workers.
The changes need not necessarily be high financial value, but they could result in large gains in productivity, employee engagement and a better, more positive working environment for all.
6. Healthy Habits, Happy Workforce: Promoting Wellness and Exercise
During the dark winter months, it’s not always easy to see daylight during the working day which can be detrimental to a person’s health and wellbeing. Encouraging staff take regular breaks away from their desks and getting out in the fresh air at lunchtime to see natural daylight, can prevent energy levels from slumping and help stabilise mood boosting hormones.
7. Plan for Positivity: Supporting Employee Time Off
There is no better way to lift the January blues than booking a holiday in a sunnier climate. Employers should ensure that holiday calendars are up and running and employees are clear of their remaining holiday entitlements for the year ahead and whether carrying over of untaken holiday from the previous year is permitted under your policy. A simple reminder of your holiday request procedure, together with any restrictions on taking holidays during peak times such as the school holiday period, should help prompt staff in the midst of winter to look forward to better and more warmer things to come.
8. Proactive Absence Management: Nurturing a Positive Workplace Culture
Whilst the above measures can minimise the prospect of employees feeling demotivated or the likelihood of sickness absence, if it is felt that employees are taking excessive time off or are missing work when they are not genuinely ill, you may need to consider taking formal action to address these issues through the usual disciplinary or absence management processes.
Advice should be sought in these situations in case of potential disability discrimination issues and to take account of individual circumstances. Working to improve the workplace culture, encouraging employees to feel more positive, motivated, productive and engaged could minimise potentially avoidable absences and benefit the wider workforce.
