How can employers motivate workers after the holiday break?
Many Canadian employees are taking more than a few days to feel fully back at work after the holidays, according to a recent survey.
Only about one‑third of respondents said they immediately feel “back in work mode” after designated holiday time off, highlighting an early‑January engagement challenge for employers and HR leaders.
A further 38 per cent report that it takes them a few days, while 17 per cent say it takes about a week to settle back into work, finds the survey of 2,567 employees from Canada, the United States, and the United Kingdom, conducted in November 2025.
Dayforce also found that motivation is a concern at the start of the year. More than one‑fifth (21 per cent) of respondents say they struggle to find motivation in January.
What are workers’ goals for 2026?
The new year is also a key moment for setting work‑related goals for 2026. Specifically, the survey finds workers are aiming for the following this year:
- self-care, including maintaining better work-life balance (29%)
- avoiding burnout (28%)
- learning new skills (25%)
- achieving a promotion or pay raise (22%)
- being more organized (18%)
- doing better at saying ‘no’ (18%).
How can employers motivate workers after the holiday break?
Employers looking to re‑energise their teams in early 2026 should combine clear goal‑setting, visible recognition and stronger everyday support if they want to sustain motivation after the holiday lull, according to recruitment and talent consultancy Robert Walters.
In a post on its website, the recruitment firm noted that the return from the festive break is a prime moment for leaders to “reflect and reset” by reviewing the past year with their teams, celebrating key wins and openly discussing lessons learned. The firm suggests using team meetings or short presentations to highlight milestones and invite employees to share their proudest achievements, arguing that this reinforces a sense of value and sets a positive tone for the year ahead.
To keep people focused, Robert Walters recommends establishing explicit 2026 workplace goals at both team and individual levels, making sure employees understand how their roles contribute to the bigger picture. Employers are also urged to encourage staff to set personal development goals – such as upskilling or taking on new responsibilities – to maintain engagement and ownership of their career paths.
“Motivating your team after the holiday break is about more than just hitting targets, it’s about creating an environment where people feel energised and engaged,” says Robert Walters. “By focusing on post-holiday motivation, fostering collaboration, celebrating wins, and offering consistent support, you’ll set the stage for a productive and successful 2026.”
Previous reports noted that few workers took all of their allotted vacation time for 2024, and only 22 per cent of workers feel refreshed and ready to work after a long holiday.
