Crawling to Christmas? Your culture might be in trouble

As we edge closer to Christmas, don’t let your culture crawl to the finish line. Use this moment to realign, reassure, and reset expectations, writes Cherie Mylordis.

As the year winds down, so do many employees.

But this year, that December fatigue feels heavier, like something deeper is dragging us down. Exhaustion has become more than just a seasonal slump. It’s a symptom. And if your people are crawling to Christmas, your culture might be crying out for help.

Burnout and disconnection

Gallup research reveals that manager wellbeing is at a worrying low. Managers reported the biggest decrease in wellbeing over the last two years compared to all employees, with the largest declines among younger managers (down by 5 per cent) and female managers (down by 7 per cent).

The same report found that manager engagement has also fallen the most across all employee groups globally, from 30 per cent down to 27 per cent.

And is it any wonder, when stress levels remain high, burnout is increasing, and overall life satisfaction for managers has dropped more than any other workplace group. It’s tempting to blame workload or end-of-year pressure, but there’s something more insidious at play.

What we’re really seeing is the cumulative toll of AI and tech overwhelm paired with chronic disconnection from purpose, from each other, and from a sense of progress.

When leaders are stuck in survival mode, so is their culture.

They start defaulting to short-term tactics over long-term thinking. Meetings become transactional. Collaboration frays. Energy dips. And rather than setting the tone for a strong new year, many managers and their teams limp across the finish line, relieved to be done.

The new reality of management fatigue

This decline in engagement and wellbeing is something Ryan Kelly, CEO of Creative Natives, has observed firsthand: “2025 has taken its toll on so many. We are in the fastest-moving market we’ve ever seen, and people are exhausted, both from the constant threat of technology replacing them and the increased work demands that a challenging market presents. I think it’s safe to say for so many, Christmas can’t come quick enough.”

This isn’t just about workload. It’s about the erosion of meaning. Leaders are feeling overwhelmed and under-supported. They’re navigating hybrid complexity, grappling with organisational change, and trying to support others while running on empty themselves.

And when managers are drained, that sentiment flows downhill to their people, creating a sluggish culture where the bare minimum is accepted as enough.

Why December matters

The final weeks of the year often get written off as winding-down time. But savvy organisations know this period is exactly when to connect with and genuinely appreciate their people.

Rather than coasting into the holidays, this is the moment to acknowledge this year’s effort and create space for reflection. When done right, end-of-year efforts can be the spark that sets a more sustainable and purpose-driven tone for the new year ahead.

Instead of ignoring the fatigue or waiting for January to somehow fix things, proactive organisations are embracing three core strategies now:

1. Acknowledge and appreciate

Take the time to appreciate your people. Be honest and acknowledge that this has been a challenging year, and express your gratitude to them for their efforts.

Use this time for meaningful conversations with your people and managers. Ask what lit them up this year? What drained them? What support do they need in 2026 to thrive?

Creating space for honest reflection builds trust. And it shows your people they’re not just resources to be measured; they’re humans to be supported.

2. Reconnect people with purpose

Purpose is one of the most potent antidotes to burnout. It gives meaning to the work, context to the chaos and a sense of direction when everything else feels heavy.

December is the time for leaders to bring hope about what’s coming next. Share the initiatives, priorities or shifts that will help people feel more connected to the organisation’s purpose in the new year. Even small signals of meaningful change can reframe how people feel heading into their break.

And if your organisation doesn’t have a bold, inspiring purpose statement, the new year is the perfect time to create one. Trust me, this belongs at the top of your list. Purpose isn’t a slogan. It’s the compass that shapes culture, decision making, and engagement, and it determines whether people feel like they’re contributing to something that matters.

Short, sharp end-of-year conversations or team sessions can help people reconnect their daily work to the bigger picture. I call this the Golden Thread – the link between what people do and why it matters.

3. Coach your managers before they collapse

Your managers are the emotional barometers of your business. When they’re thriving, teams are resilient. But too often, they’re left to lead on autopilot.

A quick, targeted coaching session in December can be a circuit breaker. It helps leaders process the year, make sense of what’s worked (and what hasn’t), and reframe their mindset for the year ahead, including how to show up more as a coach and less as the traditional manager archetype. With the right guidance and support, managers can enter the new year equipped with simple, human-centred coaching behaviours that strengthen connection, clarity and trust.

This December reset can shift leaders from exhausted to energised in just 60 minutes. It’s not about adding more to their plate; it’s about clearing the clutter and giving them permission to lead with clarity and confidence.

Don’t waste the coming weeks

Culture isn’t built in January. It’s built in the messy, tired, final weeks of December when people are looking to connect with what matters most.

Are you sending the message that people should just push through and collapse into holidays? Or are you helping them end the year feeling seen, supported and clear about what’s next?

As we edge closer to Christmas, don’t let your culture crawl to the finish line. Use this moment to realign, reassure, and reset expectations.

Because when leaders and managers are supported, purposeful and confident in how they lead, cultures thrive.

Cherie Mylordis is the founder of nextgenify.