The January Slump: what causes it and how HR can prevent a slow re-start

The start of the year marks an important transition back into everyday work routines. After time off, many employees need a moment to recalibrate their focus, energy, and priorities. This widely recognised phase is often referred to as the January Slump — a natural and temporary adjustment period experienced across organisations and industries.

Research in occupational psychology and mental health shows that post-holiday adjustment, changes in routines, and accumulated fatigue influence mood, motivation, and cognitive capacity. While the calendar signals a fresh start, productivity and focus typically build up gradually. When this transition is acknowledged and supported, organisations are better positioned to create a strong and sustainable start to the year.

Rather than viewing this phase as a setback, it can be seen as an opportunity. Early-year focus, clarity, and engagement have a significant impact on how the rest of the year unfolds. When teams regain momentum in a structured and supported way, organisations benefit from improved execution, engagement, and performance.

This is where HR plays a key role. By recognising the January Slump as a predictable and preventable transition, HR can proactively support employees and managers in regaining focus, direction, and momentum — turning the start of the year into a foundation for long-term success.

How HR can prevent a slow re-start after the holidays

1. Acknowledge the January Slump and encourage open dialogue
   Psychological safety is a key driver of productivity and engagement. When employees feel safe to talk openly about workload, energy levels, and challenges, issues can be addressed early rather than escalating. Normalising the January Slump helps reduce unnecessary pressure and supports a more sustainable return to work.
   
   
2. Support managers — their role is critical
   Managers have a decisive impact on team motivation and engagement. According to Gallup, up to 70% of team engagement is linked to the manager. At the start of the year, people leadership skills matter more than ever. Supporting managers in developing skills such as communication, building psychological safety, and navigating difficult conversations enables them to lead teams effectively through periods of lower energy and transition.
   
   
3. Clarify priorities and set realistic goals
   Unclear expectations increase cognitive load and slow progress. Clear priorities and realistic starting points help employees regain rhythm and focus. January is an ideal moment to reset expectations, align on what matters most, and create achievable momentum rather than overwhelm.
   
   
4. Invest in preventive support early in the year
   Organisations that invest in preventive support are better equipped to manage transitions like the start of the year. Preventive measures are more effective than reacting once problems have escalated, and January is an ideal moment to strengthen this support. At the core of Auntie’s preventive mental wellbeing support are structured conversation packages that support both employees and managers during this transition.
    
   1. Employee-focused support helps individuals navigate everyday challenges such as stress management, recovery, and improving the flow of work — supporting clarity and focus after time off.
      
      
   2. Support designed for managers focuses on people leadership and self-leadership. It helps managers strengthen their ability to lead others while also managing their own workload and wellbeing, enabling balanced and constructive leadership in everyday work.
      
      
   3. In addition, Auntie webinars bring practical mental skills and tools to the entire organisation. They complement individual support and make wellbeing topics visible and accessible as part of everyday work culture.

When the January Slump is recognised and addressed through preventive, structured actions, the benefits extend across the organisation — from individual wellbeing to team effectiveness and overall performance.

Auntie as a strategic partner in preventive support

For preventive support to be effective, it should be a natural part of everyday working life — not a separate add-on. Keeping support visible, easy to access, and embedded into organisational processes helps ensure it reaches those who need it.

A checklist for making the most of Auntie:

• Keep Auntie visible in internal communications
  Internal newsletters, kick-off events, and all-hands meetings provide natural opportunities to highlight the service. In addition, employees should be invited to all Auntie webinars.
• Lower the threshold to get started
  Make sure login instructions and direct links are easy to find and access.
• Emphasise confidentiality and anonymity
  For many employees, this is a decisive factor in engaging with preventive mental wellbeing support.
• Integrate Auntie into organisational processes
  Onboarding, development discussions, early support models, and change situations all benefit from preventive, discussion-based support.
• Engage managers
  Managers are the most important channel through which the value of the service is translated into everyday team practices.
• Strengthen psychological safety
  Make conversations about mental wellbeing and coping at work just as natural as discussions about goals and KPIs.

When organisations recognise early-year challenges and build structures for preventive support, the January Slump can become the starting point for a strong, focused, and sustainable work year.

Discover how Auntie can support your organisation.