Top Five Ways to Support Your Employees When They Have “The Holiday Blues” - American Society of Employers - Clifton Clarke

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Top Five Ways to Support Your Employees When They Have “The Holiday Blues”

Before you say there is no such a thing as the holiday blues, I have had it, and it is serious. I am a person that loves the holidays, particularly, the ones in December. Every year I see the play “A Christmas Carol” at the Meadowbrook Theater near the university in Rochester. I eat dinner in downtown Rochester with the friends I have made from my years of working and traveling. I stop by Toyology and pick up some gifts for my nieces and nephews or the family I adopted, and I end the evening by walking down the street of Rochester lights, a beautiful set of seasonal delights, with a hot chocolate.  And that is just one night! From Black Friday to New Years Day I am eating, celebrating, partying, visiting, and traveling with my friends and loved ones. Yet, there I was, sobbing in the restroom at my former employer when I smelled the peppermint hand soap!

I tried to say that it was too minty, and it activated my tear ducts but there was no mistaking the sadness I felt. Two therapy appointments later, I got my diagnosis, “Holiday Blues.”  People can feel let down for assorted reasons throughout the holidays, and it may not have anything to do with loneliness.  I am as un-alone as it gets during this time, but there is still an assumption that this comes because of a loss of a loved one or loneliness. The holiday blues are real, and here are some tips you can use to help your employees who may struggle and not know why:

  1. Open Communication: Encourage open and honest communication between employees and management. Create a safe space where employees feel comfortable expressing their concerns, anxieties, and challenges. Regular check-ins and team meetings can provide an opportunity for employees to share their experiences and receive support.
  2. Education and Awareness: Provide education and resources on mental health and well-being. This can include workshops, training sessions, or webinars that focus on topics such as stress management, resilience, and work-life balance. By increasing awareness and understanding, employers can help reduce stigma around mental health and promote a supportive culture.
  3. Peer Support Networks: Facilitate the creation of peer support networks or employee resource groups focused on mental health and well-being. These groups can provide a platform for employees to connect, share experiences, and offer support to one another.
  4. Promote Self-Care: Encourage employees to prioritize self-care by promoting healthy habits such as regular exercise, adequate sleep, and mindfulness practices. Provide resources or initiatives that support physical well-being, such as gym memberships, wellness programs, or access to mental health apps.
  5. Employee Assistance Programs (EAPs): Implement or enhance Employee Assistance Programs that offer confidential counseling, mental health support, and referral services. EAPs can provide employees with access to professionals who can help them navigate personal or work-related challenges, including those arising from the re-boarding process.


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