“If it's your job to eat a frog, it's best to do it first thing in the morning. And if it's your job to eat two frogs, it's best to eat the biggest one first.” - Mark Twain
I see it every year—the holidays bring both celebration and conflict in the workplace. Whether it’s clearing the air before Christmas or navigating the challenges of the work Christmas party, now is the perfect time to tackle workplace tensions head-on and set your team up for a fresh start in 2025. Here are my insights on this festive topic!
End of Year Conflict Resolution: Start 2025 on the Right Foot
As the year winds down, I find it’s a perfect time for workplaces to pause and reflect. For HR officers and team managers, the end of the year is a golden opportunity to address any lingering workplace conflicts and start 2025 on a positive note. Avoiding difficult conversations now may seem like the easier option, but unresolved conflict has a way of following us into the new year—and it often gets messier with time. I’ve worked with many organizations at this time of year, helping teams clear the air, reset relationships, and move forward. Here are some practical steps and conversation tips to help you and your team do the same.
Use the Holidays as a Time for Reflection
The holiday season isn’t just for festivities—it’s also a chance to reflect, recharge, and reconnect. One of the most impactful things you can do as a manager is check in with your team, particularly those who’ve had a challenging year.
Suggested Conversation Starters:
“I know this year hasn’t been easy—what’s been the biggest challenge for you?”
“What’s one thing you’re proud of achieving this year?”
“How are you feeling about the year ahead? Is there anything I can support you with before the holidays?”
These conversations don’t have to be long or formal. The goal is to acknowledge their efforts, offer constructive feedback, and encourage them to use the holiday break as an opportunity to reflect on what they’ve learned and how they’d like to grow in 2025. When you connect person-to-person, not just manager-to-employee, it helps build trust and shows your team that they’re valued beyond their day-to-day tasks.
Eat the Frog: Address Conflict Before Christmas
The lead-up to Christmas is one of my busiest times as a mediator because so many individuals and teams want to resolve conflicts before heading into the holidays. And for good reason—carrying unresolved tension into the new year can be exhausting for everyone involved. If you’ve got team members grappling with conflict, now is the time to tackle it. With the help of a neutral third party, like a workplace mediator, you can create a safe space for staff to address their concerns constructively.
Suggested Conversation Starters:
“I’ve noticed some tension between [you and X], and I’d like to explore how we can address it together before the holidays. Would you be open to that?”
“How do you feel about having a mediated conversation to clear the air and start fresh in the new year?”
When conflict is addressed properly, it can actually strengthen relationships and teams. By “eating the frog” now, you give your staff the gift of starting 2025 without unresolved disputes hanging over them. You can also capitalize on a shared goal - start 2025 afresh!
Calculate the Cost of Conflict and Plan for the Year Ahead
One thing I often discuss with team leaders is the hidden cost of conflict. It’s not just about morale—conflict can significantly impact productivity, relationships, and even your bottom line.
Take some time to reflect on how conflict has affected your team this year. Have there been recurring disputes? How much time and energy has gone into dealing with them? Did any unresolved issues lead to turnover or burnout?
Once you’ve reflected, think about what you can do to minimize conflict in 2025. Consider:
Clarifying roles to prevent misunderstandings.
Improving communication channels to address issues early.
Reallocating workloads to ensure fairness and avoid resentment.
Strengthening team connections through regular check-ins or team-building activities.
Remember, conflict isn’t inherently bad—it’s how we handle it that makes the difference. Planning ahead and creating space for constructive conversations can turn disagreements into opportunities for growth.
Watch Out for the Christmas Party
Ah, the work Christmas party—a great chance to celebrate and connect, but also a potential minefield for conflict. I’ve had countless conversations with team leaders about how alcohol and year-end exhaustion can lead to regrettable moments at these events. The key here is setting clear expectations. Talk to your team leaders about the importance of keeping things professional while still having fun. And if there are difficult conversations to be had, make it clear that the Christmas party is not the place for them.
Suggested Conversation Starters for Leaders:
“As we head into the Christmas party, let’s make sure we’re setting the right tone—celebrating the year while keeping things professional.”
“If you’ve got concerns about someone or something, let’s schedule a proper time to discuss it. The party isn’t the right setting for those conversations.”
Key Takeaways
Reflection Builds Connection: Use the holiday season to check in with your team and encourage personal renewal.
Address Conflict Early: “Eat the frog” and tackle unresolved issues before the holidays to start 2025 on a clean slate.
Plan for the Year Ahead: Reflect on the cost of conflict and develop proactive strategies to manage it more effectively in 2025.
Set Expectations for the Christmas Party: Celebrate while keeping things professional, and save tough conversations for the right time and place.
Ready to Start 2025 on the Right Foot?
If you’d like help resolving conflicts, facilitating team mediations, or planning for a stronger workplace culture in 2025, I’d love to support you.
Book a session with me today: shivmartin.com/book-online.
Let’s work together to make 2025 your team’s best year yet!
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