As the year wraps up, many are juggling deadlines, family commitments and the general fatigue that naturally sets in during November and December. So, it’s no surprise that attendance at end-of-year functions can feel like “just one more thing” on an already full plate.
But with thoughtful planning, these events can become a genuine wellbeing boost, not a burden.
Here are a few ways organisations can encourage (not pressure) people to come along:
Acknowledge the burnout: Start by recognising how busy this time of year is. When employees feel seen and understood, they’re more likely to genuinely want to participate.
Make participation easy and inclusive: Choose a time and location that’s convenient. Consider timing, accessibility, dietary needs, social comfort levels and family commitments.
Choose connection over complexity: Events don’t have to be big or elaborate. Sometimes a relaxed lunch, morning tea, or small team celebration creates more genuine engagement than a formal night out.
Protect psychological safety: Make it clear that attendance is encouraged but never compulsory. When people feel safe to choose what works for them, they show up with better energy (and less resentment).
Focus on appreciation: Use the event to thank your team, not ask more of them. Keep speeches short, highlight wins and celebrate the people behind the work.
Support leaders to set the tone: A quick briefing can help leaders show empathy, set realistic expectations, and role-model healthy boundaries during the busiest time of year.
When you lead with care, connection and clarity, end-of-year functions become more than a calendar event, they become meaningful moments of recognition after a big year.
Here’s to wrapping up the year in a way that supports wellbeing and celebrates your people.
