We've watched leaders turn December into a communication disaster for 20 years.
Teams slow down. Leaders ramp up.
They want everything tidied before leave. They need priorities clear. They're wrapping up the year whilst their teams are already mentally checked out.
The result? Lengthy emails nobody reads. Generic thank-yous that land flat. New priorities added just before the break.
Research shows what actually works. And it's simpler than you think.
Studies analysing 40 million emails found messages between 50-125 words achieve the highest response rates.
Your team spends approximately 51 seconds reading individual emails. Between 26% and 78% of those opens happen on mobile devices.
That lengthy year-in-review you're drafting? Nobody's reading it.
The fix: Write your email. Then cut it in half. Then cut it again.
Here's what we've learnt coaching managers through year-end communications: vague statements like 'good job' or 'thanks for your help' carry zero weight.
Research backs this up. Employees who feel appreciated are 56% less likely to look for a new job. But 79% of people who quit cite 'lack of appreciation' as their reason for leaving.
The difference? Specificity.
Not: 'Thanks for all your hard work this year.'
Instead: The way you rallied the team during the system migration in March showed genuine leadership. That mattered.
Share one real moment from this year. Usually it's a moment of connection — team building, achieving something together, the buzz at the event where everyone celebrated.
Not the KPIs you completed. The human moment behind them.
Timing matters more than you realise.
Send your message before people disappear mentally or physically. Mid December, not the 22nd when half your team is already on leave.
Then comes the hard part: Stop talking after 'thank you.'
No 'rest up, so we can hit the ground running in January.' No reflections on what's coming. No new priorities or KPIs slipped in at the end.
Just gratitude. Then silence.
Why? Because so many people are on leave, juggling work and school holidays, navigating public holidays. Everyone's tired. It's the time to switch off and operate on skeleton staffing if possible.
Nobody likes returning to an inbox full of instructions and information overload. And you don't like when actions don't get done or information isn't absorbed.
Strategic restraint pays off in January.
Some teams don't get a December break. Frontline, ops, retail, hospitality.
We've seen leaders who think paying overtime or offering time in lieu is enough.
It's not.
Recognition of holding the fort so others can enjoy time with loved ones matters. Sending a thanks is very different to specific and authentic gratitude.
These teams don't have the choice of 'I'll be away but call if anything urgent.'
Acknowledge that directly. Name what they're doing. Recognise the sacrifice. Be specific about the impact.
When you get year-end communication right, research shows every measure of morale, productivity, performance, customer satisfaction, and employee retention improves.
Employees who receive genuine appreciation are nearly 6 times more likely to stay at their jobs.
80% of employees would work harder if they felt better appreciated.
Almost half of employees say regular communication and feedback from their manager helps them be more productive.
The formula works because it respects reality: Your team is tired. They need rest, not rallying cries. They want to feel valued, not instructed.
1. Keep it tight. Under 125 words. One minute to read. Mobile-friendly.
2. Share one real moment. Specific gratitude. Name what happened and why it mattered. Make it human.
3. Stop talking after thank you. No new priorities. No January plans. Just appreciation, then zip it.
Send it early. Make it memorable. Then let your team actually rest.
Your January self will thank you.