As we enter Q4, the pressure is on to meet end-of-year targets and close out projects before the Christmas break. If you’re managing people, this period can be a critical time to ensure your teams stay focused, engaged, and, most importantly, not burn out.
Why can Q4 feel like a stressful time?
- Increased workloads as teams rush to meet deadlines, launch new projects, or prepare for peak sales periods in industries like retail and finance
- End-of-year performance reviews that can add additional pressure to already stretched teams
- Annual leave resulting in staff shortages and heavier workloads.
Outside of work, employees may feel financial pressure in the run up to Christmas. We’re all putting our heating back on and seeing energy costs rise, plus wanting to buy Christmas presents for our families! The rubbish UK weather doesn’t help our moods either.
So, with all of that combined, Q4 can feel like an exhausting time. And Q4 performance isn’t all there is to worry about. If employee wellbeing isn’t managed carefully, you may risk seeing a surge in January resignations – ‘new year, new job’, anyone?
So, how can HR managers prevent burnout before it takes hold?
Recognise the signs early on
Burnout doesn’t happen overnight, and it’s crucial to recognise the warning signs early. Employees may not always vocalise their stress, particularly if they feel there will be negative consequences to doing so. Here’s some telltale signs an employee is close to burning out:
- They are usually a high performer but they are struggling to meet deadlines or maintain quality in their work
- They are taking more sick days than usual or regularly coming to work feeling tired
- They are irritable, anxious, or disengaged, withdrawing from teamwork or no longer contributing to meetings
- They’re complaining of headaches, fatigue, and other stress-related health problems
By identifying these signs early and showing you’re concerned, you’ll be able to stay alert to how your employees are feeling and act before it’s too late.
Prioritise prevention over cure
Did you know one in five employees needed to take time off due to stress in the last year?
Anytime an employee is off sick, it disrupts a team and has a real impact – particularly in smaller businesses. That’s why it’s critical to prevent stress-related sick leave as much as you can. The difference between stress-related illnesses and physical ones is that stress can be proactively managed. Here are some things to implement to safeguard your teams’ wellbeing throughout the hectic final quarter:
1. Manage workloads effectively
Make sure that workloads are distributed fairly and realistically. This means planning ahead for busy periods, not overloading people, and allowing room for flexibility when urgent tasks inevitably arise. Check in regularly with your team specifically about their workload, ensuring they have the resources and support they need to manage their responsibilities. Always ask how you can help, rather than if you can help, to encourage employees to open up.
2. Encourage a work-life balance
“Work-life balance” feels like a broken record. But with Mental Health UK’s report on burnout sharing some shocking statistics, it’s something we in the UK still haven’t accomplished well enough.
Work-life balance may get pushed aside in the run up to Christmas, particularly by employees who are in sales-focused roles. However, promoting a healthy work-life balance is essential for long-term well-being. Encourage employees to take regular breaks and fully disconnect during days off. Keep an eye on long working hours, too.
Policies like “no emails after 6pm” or flexible working arrangements can help employees recharge, ultimately preventing burnout from creeping in. Make sure that managers and leaders in the business model this behaviour themselves, though – this makes employees far more likely to follow suit.
3. Create a supportive environment
An open, supportive environment makes a huge difference during periods of high stress. HR should encourage managers to regularly check in with employees—not just about projects, but about their well-being. Employees should feel they can talk about stress or burnout without fear of judgement.
Consider offering access to mental health resources during Q4 to help employees manage stress effectively. It’s difficult if you’re a small business, but even small gestures like recognising hard work can help boost morale and keep everyone feeling connected. Read our blog on the importance of recognition for some tips on how to build more gratitude into your work culture.
4. Use temporary employees to reduce strain
Industries like retail and finance often face the heaviest workloads in Q4 due to seasonal demand. Bringing in temporary employees can ease the burden on your team by distributing the workload more evenly. Whether it’s seasonal retail assistants or temporary admin support, hiring short-term support can prevent your core team from becoming overwhelmed and means you avoid full-time commitment.
Not only does this reduce the risk of burnout, but it also allows your permanent staff to focus on higher-priority tasks without being stretched too thin. At Grace, we recruit for lots of temporary roles – find out more about how we can help here.
Plan ahead to avoid January resignations
A big indicator of burnout is the January resignation spike. Employees who feel undervalued, overworked, or disengaged in Q4 often reflect on their career path during the Christmas break, leading them to hand in their notice in the first week of January.
To prevent this, create a roadmap for Q1 that shows employees the company’s long-term vision, including growth opportunities and development plans. When employees feel like they are part of a supportive environment with room to grow, they are far less likely to start job hunting. Get a feel for the attitudes of employees now (rather than in December) so that you have the opportunity to improve things for them.
The bottom line
Q4 can be a stressful time, but it doesn’t have to lead to burnout. In fact, it can be an exciting, adrenaline-fuelled time that brings a lot of job satisfaction! By recognising the signs of stress early, you can protect your team from burnout and ensure they’re refreshed and motivated heading into the new year. Ultimately, prevention is the key to a happier, healthier workforce, and a stronger start to Q1.
So, what are you waiting for? Check in with your employees and make it your mission to retain your best people as we head into 2025.
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