By David Bernard, Culture and Engagement Strategist from O.C. Tanner
As the holiday season approaches fast, peoples’ stress levels often increase as they prepare for Christmas while juggling the demands of work. It can also be a triggering time for those who have lost loved ones, are experiencing stresses at home or feel financially stretched, which is why it’s so important for employers to help alleviate rather than add to their people’s mental health struggles. Here are some important steps leaders can take.
Make time for employee listening – Employees who are battling poor mental health need to feel seen and heard, which is why managers must put time aside for one-to-ones. This is especially important around Christmas when various triggers can lead to mental health deterioration. Using one-to-ones, managers can get to know their people even better – understanding their struggles, plans and aspirations – and through empathy and understanding, they can learn how each individual can be best supported.
Provide practical support – Showing empathy but with no practical follow-up can be damaging to the manager-employee relationship. In fact, 41% of employees regard their leaders’ expressions of empathy as empty of meaningful actions, leading to frustration and withdrawal. Managers must therefore gain a solid understanding of the specific support an individual may need and then ensure it’s followed through, whether it’s easing their workload, agreeing to additional time off so they can attend a child’s Christmas show, or referring them to a third-party financial adviser. Empathy supported by action decreases burnout while helping employees to find greater belonging, fulfilment, and connection.
Prioritise recognition – As external personal and financial pressures start to mount, recognition must take centre stage, not least because appreciation is linked to reduced symptoms of depression and anxiety. And while it’s crucial for employees to be recognised for their contributions all year round, Christmas is the ideal time for employees’ invaluable efforts and results to be reaffirmed and celebrated ensuring they feel cared for and appreciated. Every single employee must be thanked for their everyday efforts and ‘above and beyond’ contributions in a personal and authentic manner, and ideally gifted something meaningful rather than just being given a Christmas bonus. Plus, encouraging colleagues to give as well as receive recognition improves mental health in a powerful way, with O.C. Tanner’s 2025 Global Culture Report revealing that the act of allowing employees to express gratitude at work reduces the likelihood of burnout, anxiety, and depression, as well as the incidents and costs of absenteeism, presenteeism, workplace accidents, and formal grievances.
Make festive celebrations inclusive – Organisations can be well meaning when they plan festive celebrations, however some Christmas parties can unintentionally exclude certain groups of employees, making them feel sidelined. An after-work party is not ideal for parents with young children, for example, and having celebrations at a pub puts pressure on employees who don’t drink or struggle with an alcohol addiction. You also don’t want employees from different backgrounds, abilities and faiths to feel excluded, which is why it’s so important to incorporate a mix of activities into the holiday celebrations that appeal to all types of people.
Don’t add to employees’ financial pressures – With financial pressures often at their peak around Christmas, managers shouldn’t add to these by creating an expectation around employees contributing to the Christmas party or putting a minimum spend on Secret Santa. If the company has a Christmas charity, it must be made clear that any employee donations are purely voluntary, and managers should avoid physically passing around a charity bucket or sending ‘donate here’ links directly to employees.
Nurturing a positive and healthy culture every day
Leaders must find ways to mitigate mental health struggles in the run-up to Christmas, however it’s crucial that this is part of a much broader approach that looks to improve the workplace culture all year round. From ensuring the company has a compelling purpose and an employee recognition programme, through to championing modern leaders who spend time getting to know their people as individuals, the workplace culture must be one where caring is the protocol and mental health is nurtured, every single day.