Throughout 2023, employee wellbeing has been a regular source of discussion and debate in GP practices and beyond. The idea of writing about it at Christmas as well seems like such a stereotypically ‘HR’ thing to do – sorry! But, in my experience, this time of year can have wildly different effects on how individuals feel about work and life. (There are reasons why January is such a common month for resignations!) This blog gives some ideas to consider, as managers and leaders, over the festive period.

First of all, let’s destroy the myth that Christmas is everyone’s favourite time of year. It might potentially be yours – and, I admit, it’s one of mine – but there are many reasons why others don’t feel the same way. Some people don’t celebrate the holiday, of course; some may associate it with sad memories, loneliness or family tension; and, sadly, for many, the financial cost will create serious stress and sleepless nights. None of this may be directly connected to the workplace, but it’s all stuff to bear in mind.

Does this mean I’ve gone all ‘bah humbug’? I certainly hope not! But we can use Christmas celebrations to enhance respect, consideration and wellbeing in the workplace.

Festive feedback

Christmas (and the end of the year) is a great time to think about what your team members have achieved during the year and to tell them so explicitly. Have they gone above and beyond for patients? Covered shifts when you were in need? Managed phone calls with aplomb? Try to make your feedback as positive and personal as you can – with examples of what was particularly great. Maybe include it with a Christmas card or small gift? This previous blog about the power of giving compliments might be useful to read.

Shared experiences

It’s sometimes said that the strongest communities are built on shared experiences and rituals. Christmas is a good time for this. Whether it’s putting decorations up, having a night out, running a Secret Santa, collecting for charity, or eating Quality Street together in the staffroom, these are opportunities to nurture relationships and have a bit of fun. As a manager, it’s important to emphasise mutual respect and consideration amongst colleagues. If you notice things going a little awry on that score at any time, step in and take charge of the situation to bring it back in line.

Enabling opt-outs

It might sound like a contradiction, but an important part of using shared experiences to build community is to allow room for individual opt-out. Friendly encouragement to join in with stuff is lovely, but there’s no point in pressuring someone to attend an event or activity which they’d be uncomfortable at. There might be good reasons why the Christmas party is not for them this year, or why they’d prefer to stick to their usual packed lunch rather than scoff the mince pies which someone brought in.

If you’re concerned that a team member seems a bit reticent or standoffish, take them aside to ask how they’re doing. They might be absolutely fine, or there may be ways in which you and colleagues can support them a little. Perhaps there are other times of year when they’d feel more like going to a party? Maybe they just need a little time and space to deal with wider worries. Reassure them that they’re valued and welcome in the team, whatever the case.

The real meaning of Christmas?

Whatever kind of fun we have as teams over this period, for most people the real meaning of Christmas involves spending time with family and close friends. Work-life balance is an important aspect of employee wellbeing, and so we should all feel able to switch off for a while at appropriate points. Take an interest in people’s holiday plans while the practice is closed and encourage people to park any work stresses when they leave the building.

What suggestions do you have to support employee wellbeing at Christmas? Do you have any stories or experiences to share? Do comment below. And whatever you do, have a happy and restful Christmas break when it comes. See you in 2024!