1/11/26 - January Slumps Are Normal. Mishandling Them Isn’t.
The first few weeks of January can feel deceptively quiet — and deceptively difficult. After the push of the holidays and the mental reset of a new year, many teams experience a noticeable drop in energy, focus, or engagement.
Leaders often read this as a performance problem when, in reality, it’s a predictable transition period. How you respond now matters more than whether the slump happens at all.
Here are a few focus areas to help you navigate January with clarity instead of frustration.
Focus Area 1: Attendance and Call-Outs Often Spike in January
Between seasonal illness, weather disruptions, and general burnout, January frequently brings an increase in last-minute call-outs or schedule changes. When leaders react inconsistently — approving flexibility one day and expressing frustration the next — tension builds quickly.
This is a good moment to revisit expectations around attendance, communication, and coverage. Clear guidance now prevents resentment later, especially when patterns begin to emerge.
Optional reference:
CDC – Seasonal Illness Trends and Workforce Impact
Focus Area 2: Low Energy Doesn’t Automatically Mean Low Performance
Post-holiday fatigue is real. Shorter days, colder weather, and the mental load of “starting fresh” can temporarily affect motivation.
The mistake many leaders make is addressing this dip with pressure instead of clarity. Asking “What support or structure would help right now?” is often more effective than assuming disengagement or lack of effort.
January is about recalibration, not acceleration.
Focus Area 3: Inconsistency Shows Up Fast Right Now
January tends to expose gaps that were masked during busier months:
Unclear expectations
Informal policies
Different standards for different employees
When things slow down, people notice inconsistencies more acutely. This makes January an ideal time to clarify expectations, document practices, and reset norms before momentum picks back up.
Focus Area 4: Address Patterns, Not Temporary Behavior
It’s tempting to overcorrect in January — especially if frustration has been building. Before taking action, pause to ask whether what you’re seeing is:
A short-term adjustment issue
Or a recurring pattern that needs attention
Distinguishing between the two helps you respond proportionally and fairly.
How This Ties Together
January doesn’t require heavy-handed leadership. It requires intentional leadership. Clear expectations, consistent responses, and calm communication do more to stabilize teams than pressure or urgency ever will.
Handled well, this month sets the tone for the rest of the year.
Looking Ahead
In the next Bear Brief, we’ll look at why documentation often gets delayed until there’s a problem — and how small habits now can save significant time and stress later.
New briefs are published weekly.
— Bear Essentials HR
New here? Start with the post titled:What Small Business Leaders Should Know About Managing People to get oriented and make the most of The Bear Brief.