Beyond new year’s resolutions: four tips for turning post-holiday blues to your advantage.
You expect to return to work after a holiday with renewed energy, right? While often the case, there is also a weird flipside to that: “re-entry anxiety” (or “May sickness” as it’s known in Northern Hemisphere Japan).
These non-clinical terms describe a person’s sense of unease or dread about returning to normal routines, often showing up in physical symptoms such as difficulty sleeping, mood symptoms such as irritability, or cognitive signs such as racing thoughts or overthinking worst-case scenarios. 
- Goal setting
Traditional goal setting often feels like a top-down directive, demanding and intimidating. To support staff effectively – meaning the goal setting works for them and for you – managers should turn to collaborative goal setting.
- Micro-milestones: Instead of setting annual targets, break the first quarter into “Dashes”. This provides immediate opportunities for the small wins that are essential for building momentum after the holiday break.
- The “developmental” goal: Ensure every team member has at least one goal that isn’t about productivity, but about them. Whether it’s mastering a new AI tool or improving public speaking, showing that you invest in their career growth builds long-term loyalty.
2. Master the art of clear communication
In a hybrid world of IRL and remote work, “vague” is the enemy of trust. Ambiguity about roles or shifting priorities is a leading cause of workplace stress.
- A “day one” reset: Consider a team meeting specifically to clarify the “rules of engagement” for the year. Re-confirm who is responsible for what (use RACI charts) to prevent overlapping work and frustration.
- Radical transparency: If the organisation is facing headwinds or undergoing a restructure or pivot, be honest. Managers who provide context – even when the news is uncertain or gloomy – helps create a culture of psychological safety. Most people would rather know the truth than speculate about the unknown (which in turn encourages a culture of gossip).
- Prioritise “holistic” work-life balance
Organisations often talk about work-life balance as a perk to the individual. But it’s also a win for the workplace – burnout is a leading indicator of staff turnover.
- The right to disconnect: Lead the charge by establishing communication boundaries. If you don’t want your team working at 8:00pm, don’t send them non-urgent emails at 8:00 pm. Commit to using the “Schedule send” feature to ensure your team members’ personal time is just that – personal.
- Energy audit: Encourage your team to perform a “calendar audit.” Are there recurring meetings that no longer serve a purpose? Can a 60-minute weekly team meeting be a 15-minute stand-up? Giving back time is the greatest gift a manager can give in the new year.
- Lead by example
The most sophisticated workplace strategy will fail if managers do not model the behavior they expect. Leaders are the “cultural thermostat” – they set the temperature for the room.
- Be real: If you’re feeling the post-holiday slump, acknowledge it. When a leader says, “I’m focused on getting my focus back this week,” it gives their staff permission to be human.
- Take your own breaks: If you advocate for holistic balance but never take a lunch break or a mental health day, your team will see wellness as a “suggestion” rather than a reality. Show them that high performance requires high-quality rest.
The manager’s new year checklist
To help you implement these strategies, use this quick checklist during your first one-on-ones of the month:
| Focus area | Manager’s conversation prompt |
| Wellbeing | “What was the highlight of your break, and how can I help you maintain a sustainable pace this month?” |
| Clarity | “What is the one project you’re most uncertain about heading into Q1?” |
| Capacity | “Looking at your current workload, what should we ‘stop’ doing to make room for new goals?” “What is one ‘bottleneck’ or administrative hurdle that frustrated you last year that we can try to fix this quarter?” |
| Growth | “What is one project or skill you want to own this year to help your career progression?” |
Conclusion: It’s an LP record not a hit single
A positive start to the year isn’t about a sprint to the finish line by 31 January. It’s about building a foundation of trust, clear expectations, and sustainable habits. When managers prioritise the person behind the professional, they don’t just get better results — they build a resilient team capable of handling whatever 2026 has in store.