It’s 2025; January is here, and with it comes a flood of New Year’s resolutions. In workplaces, this often translates to ambitious targets, relentless productivity pushes, and a sense of urgency to “hit the ground running.” But while January goals might sound motivating, they can backfire – especially when they ignore the wellbeing of the people expected to achieve them.
Unrealistic goals create unnecessary stress
Stress creates burnout. Burnout destroys productivity. When leaders set targets that overlook employees’ capacities or the need for a balanced start to the year, the entire organisation suffers.
Consider a team given a mandate to launch a major piece of work by the end of January, despite reduced staff over the holidays. Without time to regroup, they faced late nights and mounting pressure. By February, half the team reported exhaustion, and turnover spiked. A better approach? Setting phased goals that acknowledge the transition back into work after the holidays.
Research published in the International Journal of Stress Management highlights that January is one of the most stressful months for employees. Financial pressure, post-holiday blues, and unrealistic deadlines create a “perfect storm” for workplace stress, leading to lower engagement and higher absenteeism.
How Can We Implement This?
Here’s how to set January goals that inspire rather than overwhelm:
- Prioritise Transition Time: Use the first week back to reflect on successes from the previous year and involve employees in setting achievable objectives.
- Focus on Sustainable Goals: Break large targets into smaller, manageable steps, ensuring workloads are realistic and evenly distributed.
- Communicate Empathy: Acknowledge the challenges of returning to work and provide support through flexible schedules or wellbeing initiatives like team mindfulness sessions.
Let’s Talk
Picture a marathon runner sprinting the first mile—they’ll likely collapse halfway. Starting strong isn’t about speed; it’s about pacing yourself for sustainable progress.
How does your organisation approach goal-setting in January? Do your targets motivate or overwhelm your team? Share your thoughts in the comments or reach out to discuss creating strategies that balance ambition with wellbeing.
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