The December Hustle: What It’s Really Costing You

It’s a Sunday night. The house is quiet, the air is crips after the monsoon rain. Chill lofi beats accompanying my evening mood.

I’m sitting here, fingers poised over the keyboard, staring at the faint glow of my screen. The end of the year is closing in fast, and there’s a familiar weight in the air—an unrelenting pressure to make December count.

For managers, this month often feels like the final sprint in a marathon we didn’t even know we were running.

Gosh I recall vividly what it's like: Late-night emails, endless performance reviews, and last-ditch efforts to hit targets that once felt within reach but now feel like moving goalposts.

The coffee cups pile up, the hours stretch longer, and we tell ourselves it’s temporary. Just one more push, and then I’ll rest.

But will we?

The Hidden Cost of Success

We don’t talk enough about what this kind of grind does to us. December, with all its promise of holiday cheer, often becomes a time of quiet suffering for managers and leaders.

I’ve seen it in myself, and I’ve seen it in others—the wear and tear of long hours that spill over into the nights and weekends. The missed dinners, the strained relationships, the quiet guilt when we catch ourselves barely present for our loved ones.

All for what? A last-minute deal? A glowing performance review? The illusion of success at the cost of our well-being?

The truth is, we’ve normalised the 100-hour December workweek as a badge of honour. We celebrate those who push through, but we rarely ask about the sacrifices they made along the way.

The December That Changed Me

December 2020, I found myself trapped in that very cycle. The pressure was immense, the expectations sky-high. I convinced myself that if I just worked harder, longer, better, I could pull it all off.

I remember sitting at my desk one night, exhausted but wired, my mind racing with unfinished to-do lists. My phone buzzed with a message from a friend—a simple holiday invite that I brushed off with an excuse about being too busy.

That December, I hit every target I’d set for myself, but I also hit a wall. By January the following year, I was burnt out, disconnected, and, frankly, a little empty. It was the start of my mental health struggle. The wins I thought would feel so fulfilling felt hollow because I’d lost sight of what really mattered - my very own well-being.

Why We’re Stuck in This Cycle

This isn’t just a personal failing—it’s systemic. December has become a perfect storm of corporate deadlines, performance reviews, consumer-driven targets, and the looming weight of a new year.

The culture of overwork is something I’ve written about before, particularly in the context of burnout among executives (Leadership Burnout: Why Most Executives Are Hiding Their Mental Health Struggles). It’s the same pattern here: the relentless push to close the year strong often leaves us starting the next one drained.

The irony is that we spend so much of this month reflecting on team performance but rarely on our own well-being. The relentless push to close the year strong often leaves us entering January drained, with little energy to tackle what’s next. This is especially pronounced if your scope of work includes Lunar New Year campaign which typically falls in the month of January.

The real question is: Why do we accept this as the norm?

What If December Looked Different?

Imagine if we flipped the script. What if December wasn’t about squeezing every last drop of productivity out of ourselves and our teams but instead about preparing for a truly fresh start?

Here are a few radical ideas:

1. Declare Email-Free Hours: Give your team (and yourself) permission to unplug after 3 PM.
2. Prioritise Reflection Over Deadlines: Schedule time to reflect on wins, lessons, and growth instead of racing to meet arbitrary targets.
3. Celebrate Early: Host year-end celebrations in early December to foster connection and gratitude without the last-minute chaos.
4. Postpone to January: Push non-urgent tasks to the new year and focus on what truly matters now—your people.
5. Silent Fridays: Dedicate Fridays to being meeting-free, allowing everyone to focus on deep work or wrap up the week early for a relaxed weekend.
6. The "Not Now" List: Encourage your team to compile a list of non-urgent tasks to defer until January, helping them prioritise the essentials.
7. Team Well-being Fund: Allocate a small budget for employees to spend on mental wellness activities, such as a spa day, holiday gifts, or mindfulness sessions.
8. Skip the Report: Eliminate unnecessary year-end reports or slide decks. Opt for one-pagers or quick discussions that save time and add clarity.
9. Gratitude Week: Dedicate a week to writing personal notes of appreciation to team members, recognising their contributions throughout the year.
10. Manager's Day Off: Schedule rotating days off for managers to recharge and set a top-down example of prioritising rest.
11. December "Digital Detox" Challenge: Introduce a challenge encouraging employees to unplug from work-related tech after hours and reward the most committed participants.
12. Redefine KPIs: Replace year-end output metrics with people-focused ones like employee satisfaction scores or quality 1:1 conversations.
13. Holiday “No-Ask” Days: Declare specific days in December where no one can make requests of teammates—no emails, no messages, no interruptions.
14. Reflect and Reset Mondays: Begin December weeks with a 30-minute session to reflect on wins and lessons learned, fostering closure and positivity.
15. Year-End Learning Circles: Organise fun skill-sharing sessions where employees teach each other non-work-related skills, like cooking or photography.
16. Office Hours, Not Full Hours: Adopt flexible office hours for the last two weeks of December, where employees are only online during agreed-upon times.
17. December Sabbaticals: Encourage employees with unused leave to take mini-sabbaticals to recharge before the new year begins.
18. Volunteer Together: Replace traditional team-building events with a day of volunteering for a local cause, creating meaningful shared experiences.
19. The “Unwritten Rules” Discussion: Host a conversation to identify and challenge unwritten workplace norms that create unnecessary pressure.
20. Flex Your Friday: Allow employees to choose their own schedules on Fridays in December—whether that’s a half-day, remote work, or focusing on personal projects—giving them autonomy and a sense of control.

These ideas may seem counterintuitive, but they could be the key to starting 2025 stronger, happier, and more focused.

Pro Tip for Integration:

Pair these ideas with clear, genuine communication about why they’re being introduced. Emphasise that the goal is to foster long-term performance through well-being and balance. When leadership models this behaviour, it encourages others to follow.

Writing to Myself, and to You

As I type this, I realise I’m not just writing to others—I’m writing to myself. The grind doesn’t have to define us. Success isn’t found in the hours we work, but in the space we create to show up as our best selves.

So tonight, as we enter December, I’m asking you (and myself): What if this year we did things differently?

Let’s choose to end this year not with exhaustion, but with intention. Let’s trade the 100-hour workweek for a December that prioritises what matters most.

What would that look like for you?

Final Thought

If this resonates with you, share your thoughts below. Or, better yet, share it with someone who might need a reminder to slow down. The right people will find it—and maybe, just maybe, this December will feel a little lighter for us all.

#LeadershipBurnout #DecemberGrind #Q4Success #WorkLifeBalance #LeadershipTips #ManagerInsights #EndOfYear #CorporateCulture #LinkedInCommunity

Previous article (#115):

Eric Chuah is a social entrepreneur, leadership expert, and former banking innovator with over 20 years of experience across the Asia Pacific region. Known for founding The Cookie Project, a highly impactful social enterprise employing people with disabilities, Eric combines deep insights into sustainable leadership, mental wellness, and social innovation to challenge conventional norms and inspire change.

Eric’s thought leadership spans diverse topics, from combating burnout and imposter syndrome to building inclusive economies and rethinking workplace culture. A Melbourne University alumnus and seasoned speaker, he’s passionate about empowering leaders to prioritise well-being while driving results. His reflective articles and impactful projects have earned him a reputation as a community builder and advocate for change in both the corporate and social enterprise spaces.

When not writing or coaching, Eric enjoys swimming, weightlifting, and exploring creative ways to bring positive impact to others’ lives.