The check-in that changes January

It is hard to believe that it is now December, and the year is coming to an end. Now is the time that many workplaces begin to shift gears - wrapping up deliverables, finalising budgets, and preparing for the summer slowdown. It’s a season marked by celebration, closure, and a collective exhale. But beneath the surface, something else is happening: employees are reflecting.

The final weeks of the year often prompt people to take stock - not just of their achievements, but of their sense of purpose, connection, and future within the organisation. It’s a natural pause point, and for some, it becomes a pivot point. Questions like “Am I still growing here?” or “Do I feel valued?” begin to surface. And if those questions go unanswered, the new year can bring a quiet but costly wave of disengagement - or even departure.

That’s why this moment matters. For leaders, employers, and HR professionals, the lead-up to the break is a golden opportunity to re-engage, re-align, and re-inspire. It’s a chance to check in with your people, frame up the year ahead, and remind them that they’re not just part of the past - they’re essential to the future.

The quiet risk of disengagement

While the break offers rest and recovery, it also creates space for reflection. Employees may begin to question their role, their growth, and their alignment with the organisation’s direction. Without proactive engagement, these reflections can quietly evolve into job searches or a drop in motivation.

January is often when leaders notice the signs - lower energy, increased turnover, or a sense of disconnect. But by then, the opportunity to intervene has passed.

Why leaders should lean in now

Engaging with employees before the break isn’t just about retention - it’s about momentum. A thoughtful check-in can:

• Reaffirm purpose: Help employees reconnect with the “why” behind their work.
• Build anticipation: Frame the year ahead with excitement and opportunity.
• Strengthen relationships: Show genuine care and interest in their wellbeing and aspirations.

These conversations don’t need to be formal or lengthy - they just need to be intentional.

Practical ways to engage before year-end

Here are a few simple but powerful strategies:

1. Host a “Looking ahead” conversation

Invite employees to reflect on the year and share what they’re excited (or unsure) about for the next. Keep it informal, but intentional.

2. Share a vision for the New Year

Even if plans aren’t finalised, give a sneak peek into upcoming initiatives, goals, or changes. People want to feel part of something evolving.  They need to know that the year ahead is not just a repeat of the year that was.

3. Recognise and celebrate contributions

A personalised thank-you goes a long way. Recognition helps employees feel seen and appreciated - especially before a long break.

4. Ask, don’t assume

Use pulse surveys or one-on-one chats to understand how people are feeling. What do they need to feel energised for the year ahead?  What might be missing? What needs to be taken away from their tasks?

A moment that matters

Yes, the end of the year is hectic with events to plan, inboxes to clear, and the countdown to a well-earned break. But amid the rush, take a breath. Use this time to create a moment that lasts beyond December.

Ask your team what inspired them, what stretched them, and what they want to achieve next. These conversations aren’t just reflective - they’re directional. They signal that growth and progress don’t pause for the holidays.

When people feel valued now, they return in January ready to contribute with energy and purpose. That’s not just good for morale - it’s the foundation for a strong year ahead.

So pause, connect, and set the tone. Because leadership isn’t about closing the year - it’s about opening the next one with intention.

Further information

For assistance with your workplace matters, Members of Australian Industry Group can contact us or call our Workplace Advice Line on 1300 55 66 77 for further information.