The December Drift: Why Teams Lose Momentum Now (And How to Prevent It)

December is a unique test of the strength and resilience of an organisation’s leadership. The months leading up to the end of the year, the holiday season, combined with fatigue, competing deadlines and mental overload, can cause a natural drift in teams. If that drift is left unchecked, by the time the calendar flips to January, the momentum of the previous years’ success can slow and it can take several months to regain it.

However, it doesn’t have to be that way. The last few weeks of the year are among the most strategic opportunities for organisations to assess the strength of their teams entering 2026. How you lead your team during this period will significantly impact how well your team performs upon returning to work after the New Year.

Here’s why we call this phenomenon "December Drift" and how to prevent it from becoming a January issue.

1. Cognitive Fatigue Shows Up In Small Ways

While it is normal for individuals to feel mentally fatigued in December, as the holiday season approaches, many leaders fail to recognise the subtle signs of cognitive fatigue. This can manifest in the form of decreased decision-making speed, reduced employee initiative, and a general lack of enthusiasm ("just get through the holidays"). A leader must be aware of the signs of fatigue to avoid mistakenly viewing it as a lack of engagement.

What you can do: Reduce unnecessary complexity and simplify processes where possible. Clearly communicate expectations to employees, allowing them to focus on what is truly important to the organisation for the remainder of the year.

2. Priorities Blur Together

In December, multiple deadlines (from the current year) often overlap with planning for the upcoming year. This ambiguity in priorities leads to confusion, which ultimately results in a loss of direction. When people are unsure about what is important, the beginning of "drift" occurs.

What you can do: Reinforce priorities. Identify the top three priorities for the remaining portion of the year, clearly articulate those priorities, and make sure they are communicated to all employees. When priorities are defined, energy is restored.

3. Employees Are Wondering If They Were Noticed

As the year comes to a close, employees often quietly question whether the effort they put forth throughout the year was recognised by leadership. The absence of recognition at this time results in a decline in motivation, precisely when momentum is needed to begin the new year.

What you can do: Provide employees with concrete recognition. Recognise their behaviours, development milestones, and efforts made by employees, not just the outcomes. Employees carry confidence earned during the fourth quarter into the New Year.

4. Leaders Fail To Lead And Focus On "Winding Down"

During December, leaders often become preoccupied with completing outstanding tasks rather than continuing to support and guide their employees. The absence of guidance can lead to a breakdown in team cohesiveness.

What you can do: Remain visible and remain supportive. This is not the time to withdraw into administrative duties. As a leader, being centred allows your employees to maintain calm and focus, despite the distractions surrounding them.

5. Teams Do Not Have A Runway For January

January typically represents a recovery mode for teams experiencing "drift." Instead of using the first weeks of January as a launch point, the time spent aligning employees again results in lost capability.

What you can do: Establish a clear runway for 2026 during the final weeks of the year. Identify what expectations will be placed on employees; establish consistent communication rhythms; provide recognition for employee achievements; identify employee capabilities needed to succeed in 2026; and address any necessary cultural or structural changes to allow employees to thrive in the coming year.

December Shouldn’t Be Written Off – It’s A Leadership Opportunity

Organisational leaders who view December as a time to "slow down" will miss the greatest strategic opportunity of the year. Leaders who choose to use the final weeks of the year to strategically position their teams for 2026 will gain momentum that other leaders will notice.

If you help your team perform well in the final weeks of the year, they will likely begin 2026 performing at an even higher level.

Need help building a leadership rhythm that carries into the new year? Evolve supports healthcare organisations to plan, lead and embed sustainable leadership practices. Reach out if you want support designing your 2026 leadership runway.