Workplace Conflict Resolution: HR Coaching for Tough Conversations During the Christmas Season

The festive season is meant to be joyful, but for many workplaces it brings heightened stress, tighter deadlines, and more interpersonal tension. Staff juggle workloads, annual leave clashes, family commitments, financial strain, and social events, all while trying to finish the year strong. These pressures often lead to increased conflict and difficult conversations.

Why Leaders Need to Act

Avoiding issues until January can backfire. Delays allow frustration to build, damage team trust, and risk formal disputes later. Leaders who address concerns early create clarity, fairness, and a calmer close to the year.

HR Coaching Strategies for December Workplace Conflict

Start with Professionalism and Clarity

Facts first, assumptions never. Use the SBI (Situation–Behaviour–Impact) PAI (Preferred Action–Impact) frameworks to structure your message:

• Situation: Describe what happened neutrally.

• Behaviour: State what you observed, not what you assume.

• Impact: Explain why it matters for the team or business.

• Preferred Action: Outline what needs to change and why.

Then invite their perspective and agree on next steps.

Lead with Empathy, Maintain Boundaries

Acknowledge stress and fatigue, but reinforce expected standards while checking in on well-being. This means:

• Asking how the person is coping and offering support options (such as EAP).

• Ensuring the environment remains safe and respectful for everyone.

• Acting promptly on inappropriate behaviour to protect both people and the business.

Empathy builds trust; boundaries protect culture and reduce risk.

Address Issues Early

A short conversation now can prevent a formal process later. Early intervention signals fairness and reduces tension across the team.

Prepare Before You Speak

Take some time to check facts, clarify your message, anticipate reactions, and choose a private setting. Preparation reduces emotional load and improves outcomes.

Mini Case Study: Managing Conflict at a Christmas Event

Last December, a client faced tension after inappropriate comments at a work function. Alcohol and end-of-year fatigue had amplified the issue. Instead of postponing action, the leader held private conversations the next day using the SBI framework. With coaching support, the leader clarified expectations, documented the discussion, and avoided escalation. Acting quickly preserved trust, prevented a personal grievance, and ensured all parties felt heard and satisfied with the outcome.

How HR and Leadership Consultancy Can Help:

• Leadership coaching for confident conversations.

• Conflict resolution planning and facilitation.

• Documentation and process advice aligned with NZ employment law and best practice.

• Guidance on conduct at social events to help businesses keep people safe while ensuring everyone enjoys themselves and celebrates the year that’s been.

Fractional HR: Support When You Need It Most

December stretches internal HR teams thin. Fractional HR support gives leaders expert guidance without the cost of full-time staff. Services include leadership coaching, conflict resolution planning, documentation advice, and guidance on conduct at social events.

Documentation: Your December Safety Net

Clear, factual notes protect both parties and ensure continuity over the holiday break. A short summary of key points and agreed actions is often enough.

Final Thoughts

The end of the year should be a time of connection and celebration. By planning, addressing concerns promptly, and prioritising wellbeing, leaders can create a safe, supportive environment where teams finish strong and enjoy the festive season.

If you want expert guidance through workplace conflict and year-end challenges, Human Focus Consulting is here to help your team finish the year strong.