How to reconnect with your employees after the holidays

 

January is not just any month. Returning from the holidays represents a turning point for many teams who come back more rested, but also more disconnected from daily routines, objectives, and the project as a whole. It’s a delicate moment and, at the same time, a huge opportunity for any company.

After the holiday break, teams need more than just picking up pending tasks. They need context, direction, and motivation. Talking to them, explaining where the company is headed, and what is expected in the new year is key to reactivating engagement and aligning expectations from day one. Otherwise, the return can trigger a negative dynamic that lingers for months.  

The most common mistake when returning from the holidays

Coming back as if nothing happened is one of the most common mistakes in internal communication. Employees returning to their roles don’t need to face dozens of accumulated emails or silence from leadership. That initial lack of direction creates disorder, demotivation, and a sense of disconnection that’s hard to fix later on.

The return requires leadership and communication from the very first moment. Managers must take control from day one and provide teams with clear guidelines that allow them to get back to work with focus and confidence. To do so, it’s essential to communicate three key things:

• What is expected from them in this new phase.
• Which tasks or projects are priorities.
• What is changing in 2026 and how it affects them directly.

When this message is missing, teams move forward blindly. When it’s communicated clearly and in an organized way, the return stops being chaotic and becomes a strong, aligned starting point for the entire year.  

How to motivate employees at the start of the year

Motivating a team isn’t about sending inspirational messages or demanding more without giving anything in return. Motivation is about alignment. It’s about delivering messages that add value and give meaning to work from day one.

To reactivate teams after the holidays, the message should cover three very specific pillars:  

1. Clear direction for 2026

Fewer goals, more focus. Communicate a small number of well-defined priorities and avoid endless lists of initiatives. Knowing what truly matters reduces anxiety and improves decision-making.

2. Context and meaning

Explain why each team’s work matters and how it fits into the broader company vision. When people understand the real impact of their work, commitment follows naturally.

3. A human message

Recognizing past effort and reinforcing a shared purpose isn’t a soft gesture — it’s a performance lever. People need to feel seen before they’re asked to push again.  

Conclusion

January sets the pace for the year. Before asking teams for commitment, it’s essential to provide direction, context, and clarity from the very beginning.

Motivation doesn’t happen by chance: it’s the result of thoughtful, human communication aligned with the goals of the new year.