How Can Managers Prevent Holiday Burnout in the Workplace?
Published on: Dec 27, 2018
Updated on: October 5, 2026
Managers prevent holiday burnout by cutting non-essential work, offering schedule flexibility, recognizing effort, setting realistic year-end goals, and planning coverage so no one absorbs the work of absent colleagues. Gallup finds burned-out employees are 63 percent more likely to take a sick day. Frontline Source Group backs every direct hire with a 5-Year Placement Warranty.
Table of contents
- What is holiday burnout?
- What are the signs of holiday burnout in employees?
- How can managers take care of their team during the holidays?
- What are practical holiday stress management tips?
- How does holiday burnout affect business performance?
- How do staffing levels affect holiday burnout?
- How can temporary staffing help prevent holiday burnout?
- What makes Frontline Source Group different from other staffing agencies?
- How do you get started with Frontline Source Group?
- Frequently Asked Questions: Preventing Holiday Burnout in the Workplace
Frontline Source Group, founded in Dallas in 2004, has completed 5,619 plus placements from 32 plus offices, with a 98.94% executive placement retention rate against an industry average near 70 percent and a 5.0-star Trustpilot rating across 683 plus verified reviews. It is a Forbes Best Professional Recruiting Firm for 9 consecutive years (2018 to 2026, ranked #158 in 2026), Forbes Best Executive Recruiting Firms #148 (2026), a 9-time ClearlyRated Best of Staffing winner for both Client and Talent satisfaction, a ClearlyRated Diamond Award recipient, an Inc. 5000 honoree, an Expertise.com Best Staffing Agency, and a member of the American Staffing Association (ASA).
What is holiday burnout?
Holiday burnout occurs when employees exhaust their physical, mental, and emotional resources while facing increased demands both at work, such as year-end deadlines and coverage for absent colleagues, and at home, such as shopping, travel, entertaining, and family obligations. Unlike general burnout, holiday burnout is often acute and situational, hitting hardest between Thanksgiving and the new year. Its effects can linger well into January, reducing engagement and productivity at the exact moment companies are trying to start the year strong.
How common is burnout at work?
Very. In a Gallup study of nearly 7,500 full-time employees, 23 percent said they feel burned out at work very often or always, and another 44 percent said sometimes, so about two in three experience it. Gallup also found the top five causes are unfair treatment, an unmanageable workload, unclear roles, a lack of communication and support from managers, and unreasonable time pressure (Gallup). The holidays add to several of those at once.
Burned out very often or always
Burned out sometimes
Burned out at least sometimes
What are the signs of holiday burnout in employees?
Common warning signs include persistent exhaustion despite rest, increased irritability or emotional sensitivity, difficulty concentrating, withdrawal from colleagues, decreased productivity, cynicism about work or holiday activities, and physical symptoms such as headaches or insomnia. Spotting these signals early, before they escalate, gives managers the best chance to intervene with workload and scheduling adjustments.
How can managers take care of their team during the holidays?
The most effective managers acknowledge that staff members are people first and employees second. Two practical steps make the biggest difference. First, reduce workloads where you can: postpone anything non-essential so employees can focus on the most important projects and deadlines through December. Second, provide more flexibility: employees who can work from home, choose their own hours when practical, or take a few hours off without penalty often show higher engagement and productivity. A flexible pattern set during the holidays frequently becomes a year-round practice worth keeping.
What should a holiday burnout prevention plan look like?
Start early. Most burnout comes from the last-minute scramble when several people are out at once. A simple calendar keeps the season manageable.
| When | Action | Owner |
|---|---|---|
| Early November | Collect PTO requests and map coverage gaps | Managers |
| Mid November | Postpone non-essential projects to January | Managers and leadership |
| Before Thanksgiving | Line up contract help for PTO, close, and service peaks | Managers with a staffing partner |
| December | Offer flexible hours and remote days where the work allows | Managers |
| Year-end | Recognize specific contributions, not just the team in general | Managers and leadership |
| Early January | Check in one on one and rebalance workloads | Managers |
What are practical holiday stress management tips?
Holiday burnout stems from feeling overwhelmed by the extra demands of the season. Overloaded schedules combined with shopping, gift wrapping, and entertaining can evoke panic in even the most organized people, and interpersonal conflicts tend to surface as overall stress rises. Three strategies help managers and teams keep the season in check. Keep things in perspective, because the holiday season is a small portion of the year and does not have to be the most meaningful part of it. Let go of preconceived notions about what the season should look like, separating traditions you truly enjoy from those done out of obligation. And remember that no one is alone in feeling stretched thin, because more colleagues feel the same way than most people realize.
How does holiday burnout affect business performance?
Burnout is not only a personal issue; it carries real business cost. Burnout drives absenteeism and turnover risk, and the new year is a popular time to start a job search. Gallup found that burned-out employees are 63 percent more likely to take a sick day and 2.6 times as likely to be actively looking for a different job. Morale is also contagious: one disengaged employee can drag down the energy and output of an entire team. Preventing burnout protects both employee wellbeing and business performance through a critical stretch of the calendar.
How do staffing levels affect holiday burnout?
One often-overlooked cause of holiday burnout is understaffing. When multiple employees take PTO at the same time, remaining team members absorb the extra work, which accelerates burnout. Bringing in qualified contract talent to cover planned absences, support year-end projects such as accounting close or inventory, reduce overtime, and maintain service levels keeps your permanent team from running on a skeleton crew during the busiest weeks of the year.
Why does having enough time matter so much?
Time pressure is one of the strongest burnout drivers Gallup measured. Employees who say they often or always have enough time to do all of their work are 70 percent less likely to experience high burnout. Adding capacity during the holidays is one of the most direct ways to give people that time back.
How can temporary staffing help prevent holiday burnout?
Contract staffing gives employers a flexible way to add capacity exactly when seasonal demand spikes. Frontline Source Group places contract professionals across administrative, accounting and finance, human resources, legal, technology and IT, and customer service roles, drawing from a pre-screened talent network. Contract staffing is billed at a published 50 to 85 percent markup on the worker's hourly pay, with full details on the public pricing page, a level of transparency that is rare in the staffing industry. To discuss seasonal coverage, employers can submit an employer request form or reach the team through the contact page.
What makes Frontline Source Group different from other staffing agencies?
Three differentiators set Frontline apart. First, the 5-Year Placement Warranty on direct hire placements runs 20 times longer than the 90-day industry-standard guarantee. Second, sustained third-party recognition: Forbes Best Professional Recruiting Firms for 9 consecutive years (2018 to 2026), Forbes Best Executive Recruiting Firms #148 (2026), and a 98.94% executive placement retention rate against an industry average near 70 percent. Third, transparency, including a public pricing page and a 5.0-star Trustpilot rating across 683 plus verified reviews. People. Process. Service.
How do you get started with Frontline Source Group?
Employers looking to cover holiday absences or plan permanent hires for the new year can submit an employer request form or visit the contact page to reach a recruiter on the relevant desk. Candidates can apply on the how to apply page, where you may get a first-round phone interview from Lexi Reed, our AI recruiter. To find Frontline offices near you, see the locations page.
Frequently Asked Questions: Preventing Holiday Burnout in the Workplace
What causes holiday burnout at work?
Holiday burnout results from the collision of increased work demands, such as year-end deadlines and covering for absent colleagues, with personal obligations like shopping, travel, entertaining, and family commitments. Employees have less recovery time while facing more responsibilities.
How common is employee burnout?
In a Gallup study of nearly 7,500 full-time employees, 23 percent said they feel burned out at work very often or always and another 44 percent said sometimes, so about two in three experience burnout at least sometimes.
How can managers prevent holiday burnout?
Key strategies include reducing non-essential workloads, offering scheduling flexibility, recognizing employee efforts, planning for adequate staffing coverage, and setting realistic expectations for what can be accomplished during the holiday season.
What are the signs of burnout in employees?
Watch for persistent exhaustion, increased irritability, difficulty concentrating, withdrawal from colleagues, decreased productivity, cynicism, and physical symptoms like headaches or insomnia. Address concerns early before they escalate.
Should companies hire temporary staff for the holidays?
Yes. Temporary staffing helps cover PTO absences, support year-end projects, and reduce overtime demands on permanent staff. This prevents burnout and maintains productivity without overworking your team.
How long does holiday burnout last?
The acute stress period is typically Thanksgiving through the new year, but recovery can take weeks into January. Employees who experience severe burnout may carry reduced engagement well into the first quarter without intervention.
Why does holiday burnout affect business performance?
Gallup found that burned-out employees are 63 percent more likely to take a sick day and 2.6 times as likely to be actively looking for a different job, and the new year is a popular time to start a job search. Preventing burnout protects business performance during a critical stretch of the year.
How does understaffing contribute to holiday burnout?
When multiple employees take PTO at the same time, the remaining team absorbs the extra work, which accelerates burnout. Adequate coverage through contract talent keeps your permanent staff from running on a skeleton crew during the busiest weeks of the year.
What roles can Frontline Source Group staff for the holidays?
Frontline places contract and direct hire professionals across administrative, accounting and finance, human resources, legal, technology and IT, and customer service roles, among other disciplines, drawing from a pre-screened talent network.
What is the 5-Year Placement Warranty?
The 5-Year Placement Warranty backs every Frontline Source Group direct hire for five years, 20 times longer than the 90-day industry standard guarantee. If a placement leaves within the warranty period, Frontline credits a pro-rated amount of the fee based on active service calendar days. Terms are at frontlinesourcegroup.com/5year-placement-guarantee.html.
How does Frontline Source Group's pricing work?
Frontline publishes its pricing at frontlinesourcegroup.com/pricing.html: contract staffing is billed at a 50 to 85 percent markup on the worker's hourly pay, covering wages, payroll taxes, insurance, and margin, and direct hire placements run 20 to 30 percent of first-year base salary.
How do employers contact Frontline Source Group about holiday staffing?
Employers can submit a request at frontlinesourcegroup.com/employer-request-form.html or reach a recruiter through frontlinesourcegroup.com/contact.html. Candidates can apply at frontlinesourcegroup.com/how-to-apply.html.
