As a business leader or manager, how and when you communicate with your team matters. Timing can influence morale, productivity, and how your message is received. Fridays and holidays are natural emotional high points in the week or year, and mishandling them can damage trust, motivation, and workplace culture.
Here are five things you should never do to your employees on a Friday or right before a holiday:
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Drop a Last-Minute Major Assignment
Nothing dampens the weekend spirit like a 4:30 p.m. email with a surprise project due Monday. Avoid handing out big tasks right before the break unless it's a true emergency. This move conveys that you don’t value your employees’ time or work-life balance—two key ingredients for loyalty and long-term performance.
Instead: Plan and give clear deadlines with reasonable lead time. If something must be addressed, ask for volunteers or schedule it for after the break.
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Deliver Negative Feedback or Bad News
Even well-intended criticism or difficult conversations can weigh heavily on an employee’s mind when delivered just before they disconnect from work. Telling someone they're underperforming or falling short of expectations can be demoralizing if there's no time for follow-up or support.
Instead: Save feedback for earlier in the week, when there’s time for dialogue and development. If it’s urgent, frame it constructively and schedule a follow-up.
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Change Schedules or Cancel Time Off
Cancelling pre-approved PTO or making abrupt schedule changes before a holiday sends a strong message: “Work comes first. Your plans don’t matter.” These decisions don’t just impact morale—they affect trust, engagement, and mental health.
Instead: Respect pre-approved time off unless it’s truly unavoidable. If changes must be made, communicate with empathy and offer alternative solutions or compensation.
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Announce Organizational Changes, Restructures—or Terminate Employment
Big announcements—like restructures, leadership changes, or terminations—can cause significant anxiety, especially when delivered before a weekend or holiday. Firing someone on a Friday or before a holiday is widely regarded as poor leadership practice. It leaves the individual isolated, unable to access resources or support, and with their weekend or holiday overshadowed by shock and stress.
Instead: Time these communications for earlier in the week when support resources are available, and the employee can begin to process the transition with dignity. If termination is necessary, do it with empathy and clarity, and ensure they have access to HR and follow-up resources.
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Ignore Employee Contributions or Wins
Fridays and holidays are ideal for recognition, but many leaders miss the opportunity. Failing to acknowledge hard work or milestones leaves employees feeling unappreciated, especially before a break when they'd love to go on a high note.
Instead: Use this time to thank your team. A simple shoutout or group message celebrating the week's wins can make a significant impact and create a positive send-off.
In Summary: Protect the Human Element
Fridays and holidays are not just dates on a calendar—they're emotional checkpoints. How you lead during these times shapes the emotional climate of your workplace. Protect your culture by leading with intention, empathy, and foresight.
Because when employees feel respected, trusted, and valued, they are more likely to return ready to contribute at their best.
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