Before the Christmas Break: A Simple Way to Reset Expectations

2025 is almost done — and if you’re anything like most business owners, you’re probably counting down the days until the Christmas shutdown. But before everyone disappears for two weeks of sun, food and pretending emails don’t exist… there’s one thing you should be doing with a handful of your team members.

And trust me, this isn’t HR paperwork. It’s not a forced performance review. It’s simply a conversation that lands at the perfect time of year — right before people switch off and start thinking about life, goals, the new year, and what they want their work to look like.

This is where the idea of “pre-Christmas exit interviews” comes in.

Not in the HR sense.

In the professional sport sense.

→ What Sports Teams Do Well (That Businesses Don’t)
→ Why the Christmas Break Is the Best Time for These Conversations
→ This Is NOT a Performance Review — It’s Just a Conversation
→ Who Should You Talk To Before the Break?
→ What These Conversations Sound Like (Realistic, Non-Corporate Scripts)
→ Why This Works So Well (Without Overcomplicating It)
→ How CFO Dynamics Helps You Navigate These Conversations Safely & Effectively
→ Final Thought: Plant the Seed Now, Reap the Benefits in January

What Sports Teams Do Well (That Businesses Don’t)

In professional sports, the moment the season ends, every player sits down with the coaching staff. They review:

• what they did well

• what needs to improve

• what the next season looks like

• what ambitions the player has

It’s not emotional.

It’s not formal.

But it shapes how they walk into next season.

Businesses rarely do this — even though the timing is perfect.

Why the Christmas Break Is the Best Time for These Conversations

Here’s the thing: for most staff, this is the only time of year they actually stop. Properly stop. They put work down. Their mind settles.

And what happens when people stop?

They think.

They reflect.

They set goals.

They ask themselves questions.

Some even question their job or their direction — not always in a bad way, but in a way that can be used constructively.

So if you want someone to walk into January clear, motivated or aware of your expectations… that seed needs to be planted before they go on leave.

Not in February.

Not in a rushed quarterly review.

Now.

This Is NOT a Performance Review — It’s Just a Conversation

This is where business owners trip themselves up. These pre-Christmas chats are:

• casual
• one-to-one
• short
• specific
• honest

They’re not:

• HR-heavy
• formal
• a disciplinary meeting
• something to be scared of

It’s simply:

“Here’s what went well this year.
Here’s what needs to improve.
Here’s what I see for you next year.
Have a think about it over the break.”

That’s it. And because it’s low-pressure, people actually take it in.

Who Should You Talk To Before the Break?

You don’t need to speak to everyone. But you should speak to people who fall into these categories:

1. Key performers you want to retain

Tell them what they did well. Tell them what you have planned for them in 2026. People stay when they can see the next step.

2. People capable of more

Those who are good — but could be great with a nudge.

3. Underperformers

Handled legally and respectfully, you can give them something to reflect on.
Not a threat — a reality check.

4. People you’re unsure about

If you’re questioning their value or direction, clarity often comes when they think about it over the break.

What These Conversations Sound Like (Realistic, Non-Corporate Scripts)

For a high performer

“You’ve had a really solid year. Here’s what stood out. Next year I’d love to see you step into X. Have a think about whether that interests you over the break.”

For someone who needs to level up

“You’ve done some good things, but we need to see improvements in X next year. Just take some time over Christmas to reflect on whether you’re ready to step into that level.”

For someone you’re unsure about

“I want you to think over the break about the value you bring to the business and whether this is the direction you want to continue in. Let’s chat properly when you’re back.”

All simple. All human. All anchored in the tone of your actual videos.

Why This Works So Well (Without Overcomplicating It)

This isn’t psychology.
It’s practicality.

The Christmas break just happens to be the one time of year where people naturally:

• pause
• think
• reset
• question
• plan

So when you give them something meaningful to think about, they return with clarity — not confusion.

Some return with motivation.

Some return with new ideas.

Some return ready to step up.

And some realise they’re not aligned with where the business is going — which is useful clarity on its own.

How CFO Dynamics Helps You Navigate These Conversations Safely & Effectively

This is where we come in.

A lot of business owners know they should have these conversations, but they hesitate because they’re worried about:

• saying the wrong thing

• triggering HR or Fair Work issues

• coming across too soft or too blunt

• not being clear about expectations for next year

• or simply not knowing what message they actually want to communicate

CFO Dynamics helps clients:

✔ Choose the right team members to speak to

Not everyone needs this — just the ones where it matters.

✔ Get clear on your expectations for 2026

Performance, roles, accountability, growth — we help you define what you’re actually asking for.

✔ Deliver the conversation confidently

Most owners just need guidance on how to phrase things without creating a HR nightmare.

When financial strategy and people performance align, businesses move faster, smoother and more intentionally — especially after the Christmas break.

Final Thought: Plant the Seed Now, Reap the Benefits in January

Before you switch off for the year, take 10 minutes with the people who matter most in your business.
Whether they’re rising stars, steady contributors or people who need to step up, this is the perfect moment to give them something to think about.

They’ll spend two weeks reflecting, planning and resetting anyway — make sure what’s on their mind helps your business move forward in 2026.

If you’d like help shaping these conversations or aligning your team direction with your financial strategy next year, CFO Dynamics can walk you through the entire process.

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