Now Christmas is a dim distant memory and we have moved in to February it is an opportunity for organisations to reset, refocus, and recommit to workplace wellbeing. After the festive holidays, employees return with fresh perspectives and renewed energy – so this is the ideal time to introduce meaningful wellbeing initiatives that will carry your team through the remainder of 2026.
The Post Holiday Advantage
The beginning of the year offers a natural pause point. The festivities are over, and people are now back into routine. This settling period is crucial—employees have had time to reflect on what worked and what didn't in the previous year, both personally and professionally. They're more receptive to change, more willing to engage with new initiatives, and more likely to commit to sustainable habits.
This is your window, rather than letting the momentum of the new year fade into business as usual, capture it by introducing wellbeing strategies that address the real issues your team faced last year.
Learning from Last Year
Before rushing into new programmes, take stock. What wellbeing challenges surfaced in 2025? Were there patterns of absence? Did stress levels spike at particular times? Were workstation issues flagged but never addressed?
Now is the time to ask:
• What wellbeing initiatives did we try, and did they have impact?
• Where did we see disengagement or low uptake?
• What feedback did employees give us—formally or informally?
• What didn't we do that we should have?
Use this insight to shape your approach. If last year's lunch and learn sessions had poor attendance, perhaps the timing was wrong. If ergonomic complaints increased but no assessments were carried out, make DSE assessments a priority this year. Wellbeing isn't one size fits all - what works for one organisation won't work for another so build your 2026 strategy around your employees actual needs.
Embedding a Wellbeing Thread Throughout the Year
A common mistake is treating wellbeing as a one-off event—a roadshow here, a health check there. Real impact comes from weaving wellbeing into the fabric of your organisation. This means creating a consistent, year-round thread of activity that keeps wellbeing visible, accessible, and relevant.
Think about it this way: wellbeing should be as routine as your monthly team meetings or quarterly reviews. It's not an add-on; it's part of how you operate. When wellbeing is embedded, it becomes normal to discuss workload management in supervision, to schedule movement breaks during long meetings, and to prioritise mental health support alongside performance targets.
This approach prevents wellbeing from being forgotten once the initial enthusiasm of January fades and by building it into your annual rhythm, you ensure sustained engagement and long-term culture change.
The Importance of Pre-Planning
Here's the reality: if you wait until stress levels are high or absence rates spike, you've already missed the opportunity for prevention. As we are still at the beginning of the year you have time to plan wellbeing interventions strategically, rather than reactively.
Pre-planning allows you to:
• Book training courses and workshops before diaries fill up
• Schedule health checks and workstation assessments at quieter times
• Budget appropriately for the year ahead
• Secure leadership buy-in early on
• Communicate a clear wellbeing calendar to employees so they know what's coming
When wellbeing activities are planned and scheduled, they're far more likely to happen. It also signals to your team that wellbeing is a priority - not just a nice-to-have when time allows.
What a Strong Wellbeing Reset Looks Like
So what should you be doing this month? Here are somepractical starting points:
• Conduct a wellbeing audit: Survey employees to understand their current wellbeing concerns and priorities.
• Schedule DSE assessments: Especially for new starters or anyone who's flagged discomfort.
• Plan quarterly wellbeing roadshows: Bring wellbeing services directly to employees—health checks, movement sessions, stress management advice.
• Book training courses: Mental health awareness, stress management, resilience building—train managers and employees alike.
• Introduce corporate fitness initiatives: Whether it's lunchtime yoga, a step challenge, or access to fitness resources, make movement accessible.
• Communicate your wellbeing calendar: Let employees know what's planned, when, and how they can get involved.
The key is to create a comprehensive, balanced programme that addresses physical, mental, and environmental wellbeing. One-off initiatives are easily forgotten. A structured, year-long approach ensures sustained impact.
Making Wellbeing Business as Usual
The ultimate goal is for wellbeing to stop being an occasional intervention and start being how you do business. When wellbeing is embedded, it shows up in everyday decisions: adjusting workloads to prevent burnout, ensuring meeting schedules allow for breaks, creating spaces for honest conversations about stress.
This shift doesn't happen overnight but the beginning of the year - with its natural momentum for change - is the perfect time to start. Set the intention, make the commitment, put the infrastructure in place and most importantly, follow through.
Ready to Reset?
If you're unsure where to start or need support planning your workplace wellbeing strategy for the year ahead, Jigsaw Workplace Training can help. From workstation assessments and health checks to tailored training courses and wellbeing roadshows, we work with organisations to create practical, impactful wellbeing programmes.
Contact us today to discuss what 2026 is going to look like for your organisation
enquiries@jigsawworkplacetraining.co.uk
We are still early in the year so don't let the opportunity slip by. Make it the year you truly prioritise wellbeing and watch how it transforms your workplace.
#WorkplaceWellbeing#ResetAndRecharge #SupportingEmployees #PerformanceAndProductivity
Image by Volodymyr Hryshchenko - Unsplash
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