Ah December: ‘tis the season of parties, gift giving, a look back at the year that was, and a look ahead to new resolutions.

For a CEO, it’s the most magical time of the year to connect with staff. It is their best opportunity to frame all the work the organization has done back into the bigger strategic picture. It’s also the time to fuel the season’s goodwill by recognizing the contribution everyone has made to those achievements. Finally, it’s a leader’s first crack at signalling what the organization’s focus is coming into the new year.

If your current communications plan is to just send out an all-staff end-of-year email that includes the organization’s holiday office hours, there’s still time to make this year different without adding more stress for the comms team responsible for making magic happen.

Here’s a sure-fire three-ingredient recipe to ensure this festive season is a big basket of fresh-baked engagement and momentum for your team going into the new year: 

Step One: Draw up a quick plan 

I know what you’re thinking: isn’t a recipe a plan? Fair comment. In this case though, it’s also a key part of the mix that is often left out, particularly at times like this when the rush is on to get things out the door.

Draw up your plan to confirm what you’re trying to achieve. In most cases, the tactics that follow should all reinforce the opportunities you’re trying to create, such as reconnecting during the festive season and reminding everyone at year-end of what they have accomplished as a team.

Show how all of your goals and tactics work together. This clarity goes a long way toward gaining a CEO’s commitment – not to mention the comms team that will ultimately manage and execute it.  

Step Two: Confirm the key points and messages you want to deliver

This is about engaging your teams and making them feel connected – to the leadership and the organization’s goals. Focus your messaging on the achievements from the past year and the big goals for the coming year. It’s best to run these messages past the executive team or divisional leaders to confirm what accomplishments their teams are proud of. You don’t want to leave any of your teams with a stocking empty of recognition. 

Bottom line: show all your teams how they have been part of the organization’s achievements this year and they will feel more engaged in accomplishing your shared goals in 2026.

Step Three: Determine your tools and tactics

Here’s where the work can feel a bit like Groundhog Day for a comms team. Having that plan (see Step One) can help them not only see how it all fits together, but also apply their own magic in new and creative ways so it doesn’t feel like a rote, annual exercise. 

Here are a few basics that typically get the ball rolling:

  • All-staff gatherings: a few thoughtful words go a long way.
  • Year-end message, video? More emotive than a written message and worth considering especially with organizations with multiple locations.
  • The all-staff message (either posted on your intranet or emailed out) can be an introduction to a video, or it can be the anchor to your overall year-end message. Consider what is most effective for your organization.

BONUS Step 4: Visibility

Here’s where you put the icing on your fresh-baked engagement and gain momentum for the new year. Schedule time for a CEO drop-in on smaller team meetings with the help of senior management leaders. Mingle for a bit without taking over the gathering. 

There you go— a year–end communications and engagement plan that’s light, bright and easy for the communications elves to help deliver. 

If you’re not blessed with the internal capacity to make your leadership and year-end engagement impactful, we’re always here to help. 

Wishing you merry magic for your corporate holiday season!