“Employees who believe that management is concerned about them as a whole person, not just an employee, are more productive, more satisfied, more fulfilled.” — Anne M. Mulcahy

For many business owners and leaders, I’m speaking with, this year has felt relentless, like a marathon with no clear finish line. Constant change, unexpected challenges, and the pressure to keep the business afloat have left people depleted, exhausted, and sometimes on the verge of burnout.

As someone who has worked closely with organisations across sectors, I’ve seen firsthand the wear and tear this can have on employees. Teams show up tired. Productivity slows. Creativity wanes. Stress leaks into relationships. And for leaders, there’s a constant worry: How do we get through this without losing our people?

The Impact on People

High workloads, uncertainty, and constant change don’t just affect productivity, they affect people’s health, energy, and engagement. What I notice most:

• Increased stress and burnout among staff, particularly towards the end of the year.

• Frustration and tension between colleagues when resources are stretched.

• Reduced resilience, where even minor challenges feel overwhelming.

• Misunderstandings or conflict escalating unnecessarily because people are emotionally drained.

When leaders aren’t intentional about recognising these pressures, it can lead to depleted, disengaged teams, exactly the opposite of what a business needs to thrive.

Why Psychosocial Safety Matters

Victoria has introduced legislation requiring workplaces to actively manage psychosocial risks and promote psychological safety.

This means it’s not enough to hope stress and burnout will resolve themselves. Organisations have a legal and moral responsibility to create environments where employees feel safe to speak up, seek support, and perform without fear of harm, whether that’s emotional, social, or organisational.

But psychological safety isn’t about removing challenge or discomfort, it’s about addressing risks, managing conflict, and ensuring staff aren’t left carrying the weight of a toxic or unsustainable work environment.

How Leaders Can Support Their Teams

Effective leadership isn’t about being the loudest or the most visible, it’s about being intentional, present, and supportive. This year, I’ve seen the leaders who make the biggest difference focus on people first, even when business pressures are high. Here are some approaches that work:

• Set clear expectations: Make sure your team knows what matters most, what’s achievable, and where their energy should go.

• Listen actively: Take time to understand what your people are experiencing. Ask what’s challenging, what’s working, and what support they need to thrive.

• Address issues early: Don’t let small problems fester. Tackle conflicts or unhelpful behaviours promptly, fairly, and respectfully.

• Support growth and wellbeing: Encourage learning, development, and self-care. Recognise that your team members are human beings first, employees second.

• Be consistent and reliable: Follow through on your commitments, provide regular feedback, and create predictable patterns that help reduce stress and uncertainty.

Even simple, deliberate actions like these can protect your people from burnout, reduce stress, and help them finish the year feeling valued, supported, and energised, rather than drained.

Reflect on Wellbeing as the Year Ends

As the year draws to a close, take a moment to reflect:

• How am I creating a workplace where my team feels supported, safe, and valued, especially under pressure?

• How can I balance business demands with employee wellbeing so no one is left exhausted or at risk of burnout?

You can’t control every external challenge, but you can influence the culture and environment in your workplace. From a wellbeing perspective, the way you lead now has a direct impact on people’s health, resilience, and engagement. Recognising the human side of work and the stress and pressures teams carry sets the foundation for a healthier, stronger, and more sustainable year ahead.