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3-Dec-13 8:15 AM  CST  

Work Tips Tuesday: Coping with Holiday Stress in the Workplace 

 The holidays are usually a more stressful time for individuals and often that stress can carry over into the workplace.  There is so much to do and plan that employees may feel extra overwhelmed during this time of year.  Here are a few tips to help you keep it together this season: 


  • Prioritize.  Make a conscious decision as to what can wait and what has to be done ‘right now.’  Prioritizing can save your life and reduce your stress levels at the office during holiday time. 


  • Remember kindness and compassion.  Give fellow employees the benefit of the doubt and if you are a supervisor do the same.  Most often work conflict can be resolved in a positive manner.


  • Employee Assistance Programs (EAPs).  Many companies offer Employee Assistance Programs (EAPs) to help counsel or refer workers to trained professionals that can help them with holiday stress, anxiety, depression, financial worries, and many other types of assistance.  EAPs are often available at no cost to the employee and may be covered through insurance providers. 


  • Encourage Good Communication.  Encouraging good communication throughout the office is appreciated by each and every employee.  If you are a supervisor make sure workers have time off during the holidays and also follow up with them on work projects to ensure everything is getting done just before or right after a holiday. 


            A lot of productivity and fun can take place at the office during the most festive time of the year.  It is also a time to spend great moments with bosses, co-workers, family, and friends.  Make the season worth remembering at the office and enjoy every moment. 




1.  Martin, Judy.  “5 Keys to Transform Workplace Holiday Stress from the Inside Out.”  Forbes.  Web.  Date of Access:  2 Dec 2013. 


2.  Gregory, Diana.  “Managing Workplace Stress During the Holiday Season.”  North Bay Business Journal.  Web.  Date of A

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For additional information on this Article article, please contact:

Jennifer O'Reilly

Source: Jennifer S. O’Reilly

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