Balancing Leadership Demands and Team Wellbeing in January

After a few weeks off for the festive period, January often feels like it’s time to hit the ground running again - new year, new goals, new energy. But for many people, the reality looks a little different. The inbox is full, deadlines are looming, and the excitement of fresh starts can quickly turn into pressure.

As a manager, you’re likely feeling that same push. The business is gearing up to make 2026 the best year yet, but you’re also trying to make sure your team doesn’t burn out by mid-January. Finding the sweet spot between performance and wellbeing isn’t always easy, but it’s absolutely doable.

Here are a few ways to keep your team motivated, productive, and supported as you all settle back into work mode.

Personal check-ins

January hits everyone differently. In one team, you might have a mix of fresh-start enthusiasts, quiet planners, and people who are still trying to remember what day it is.

That’s why taking a bit of time to check in one-on-one really matters. Ask how they’re doing - not just what they’re doing. These chats help you spot early signs of stress, open up honest conversations, and remind your team that you care about them as much as their to-do lists.

By the third week of January, the “new year, new me” energy tends to fade. This is a great time to pause, take stock, and see how everyone’s doing.

Ask your team what’s working and what feels heavy. A short pulse check helps you catch challenges early and adjust plans before burnout or frustration sets in. It also shows your team that you’re not just setting goals - you’re evolving with them.

Create a culture of colleague support

A problem shared is a problem halved, especially in January. Encourage your team to talk things through, swap ideas, and share challenges. When people see that their feedback actually leads to action, it builds trust and boosts morale.

Keep an eye on the group dynamic, too. If one person’s voice keeps taking centre stage, gently step in to make space for others. The goal is to create an environment where everyone feels heard, valued, and comfortable asking for help, not just from you, but from each other.

Share team wins loudly and proudly

Your team might be doing amazing work behind the scenes, but if senior leaders aren’t close to the day-to-day, some of that brilliance can fly under the radar. And when that happens, expectations can quietly start to rise, especially when everyone’s pushing hard to start the year strong.

So don’t wait to be asked - shout about your team’s wins! Whether someone cracked a tricky problem, finished a project early, or went the extra mile to help a colleague, make sure leadership hears about it.

And while big wins are great, but they don’t happen every week. Don’t underestimate the power of small celebrations - the project that’s halfway done, the client feedback that made someone’s day, or even just surviving a tough week together.

Celebrating wins does two things: it gives your team the recognition they deserve and helps set realistic expectations from the top. Plus, who doesn’t love a good success story to kick off the year?

Clarify expectations

Being a manager can sometimes feel like playing piggy in the middle - caught between leadership’s big goals and your team’s very real capacity. The trick is clear, kind communication on both sides.

With your team, acknowledge that January can be tough. Let them know you understand the post-holiday adjustment period, but that you also believe in what they can achieve together.

And with leadership? Be upfront about what’s possible. A simple, confident message like, “We’re ready to make an impact this quarter, but this timeline might stretch us - could we look at an alternative?” can work wonders. It shows you’re proactive and solutions-focused while protecting your team’s bandwidth.

Make goals meaningful, not just measurable

It’s easy to get caught up in numbers at the start of the year - KPIs, targets, percentages. But the “why” behind those goals matters just as much as the “what.”

Take a moment to connect business goals to something more tangible for your team: how their work contributes to the bigger picture, the customers they help, or the problems they solve. When people understand the impact of what they do, motivation naturally follows — no forced pep talks required.

Keep meetings meaningful

January can quickly fill up with planning sessions, kick-offs, and “quick catch-ups” that eat into everyone’s focus time. Before sending that calendar invite, ask: Does this need to be a meeting?

Shorter, more purposeful meetings, or even swapping one for a shared document or quick message, show respect for everyone’s time. It’s a small shift that can instantly lighten the mental load for your team.

Encourage healthy boundaries

Let’s face it - January can feel like a sprint, even though it’s really a marathon. You might notice your team skipping lunch, logging in late, or pushing themselves to “start the year strong.” That’s usually a sign to check in.

A quick, kind conversation goes a long way: “I really appreciate your dedication, but make sure you’re also taking time to switch off.” Remind them that rest isn’t laziness; it’s part of doing great work. When people feel supported to find balance, they perform better, and stick around longer.