Issue 41: Today’s Brew: Rebuilding Motivation After a Tough Year

☕ Brewed for Leaders Who Care

Espresso & Empathy — Issue 41

By: Shannon Foster

Founder & Senior Consultant, Martin & Foster Consulting

December 10, 2025

The calendar resets every January, but people don’t.

Some employees return from the holidays energized and ready for a fresh start.

Others return exhausted—physically, mentally, or emotionally—carrying a year’s worth of pressures that didn’t disappear just because the clock struck midnight.

As leaders, we often feel pressure to rally the team quickly, set goals, and drive momentum. But genuine motivation isn’t created by deadlines or new targets. It’s built through connection, clarity, and empathy.

After a demanding year, many employees don’t need cheerleading. They need understanding. They need space. They need leaders who see the human side of productivity.

Real motivation comes from being grounded, not pushed.

Why Motivation Feels Different Right Now

This time of year brings unique challenges:

Post-holiday depletion.

Family demands, financial stress, or grief surface heavily in November and December.

Uncertainty about the year ahead.

Employees may be quietly asking themselves: Will this year be better, or more of the same?

Lingering burnout.

You can rest for a few days, but burnout doesn’t disappear on command.

Pressure to “start strong.”

The expectation to immediately perform at full speed can feel overwhelming.

This doesn’t mean people aren’t capable or committed—it means they’re human.

How Leaders Can Rebuild Motivation With Empathy and Intention

1. Start with honest check-ins, not performance pressure.

Instead of jumping into KPIs, first ask:

“What do you need right now to feel supported and steady this month?”

People engage more deeply when they feel seen.

2. Give your team a clear direction—but avoid overload.

A foggy path is demotivating.

A crowded path is overwhelming.

Clarity creates confidence; too much at once creates anxiety.

3. Celebrate effort and resilience, not just outcomes.

Last year required grit. Acknowledging that effort helps people reconnect with a sense of pride.

4. Normalize a slow build, not a sudden sprint.

Motivation grows through momentum.

Let teams ramp up with intention instead of expecting instant intensity.

5. Reconnect the work to meaning.

People don’t get motivated by tasks—they get motivated by purpose.

Remind your team where their work truly makes an impact.

Leadership Self-Audit: How Are You Rebuilding Motivation?

Ask yourself:

• Do I acknowledge the emotional and mental load my team is carrying into the new year?

• Am I creating clarity or unintentionally adding pressure?

• Have I provided space for reflection before setting expectations?

• Am I recognizing resilience as much as results?

• Do my actions help people feel hopeful, supported, and connected to purpose?

otivation isn’t a switch—it’s a spark.

Your presence and empathy are often what ignite it.

Final Thoughts

A new year invites fresh opportunity, but it also requires thoughtful leadership.

Rebuilding motivation isn’t about pushing people harder—it’s about meeting them where they are and guiding them forward with clarity and care.

When leaders slow down long enough to understand what their people need, something powerful happens:

trust rises, energy returns, and motivation becomes sustainable—not forced.