As the year draws to a close, many workplaces feel the familiar crunch — looming deadlines, staff leave, and the push to finish strong before the holidays. It’s a time when wellbeing is most at risk. Long hours, increased demands, and reduced capacity can quickly lead to exhaustion and disengagement.
For leaders, this isn’t just about morale, it’s also about sustainability. How work is designed and managed determines whether teams end the year thriving or burning out.
Why Work Design Matters for Wellbeing
Wellbeing, engagement, and productivity are deeply connected. The way work is structured — workloads, clarity, flexibility, and support — directly affects how people cope.
Recent data highlights why getting work design right is crucial:
38% of workers report high or very high psychological distress (SuperFriend, 2024).
Half of Australian workers experience burnout, with the top causes being heavy workloads (49%), lack of management support (32%), and inflexible work conditions (21%) (Beyond Blue).
35% of Australian workers feel overwhelmed by work deadlines clashing with festive demands (Beyond Blue).
- The Productivity Commission estimates that mental ill-health and suicide cost Australia $70 billion each year, with more than half due to lost productivity and participation.
These numbers make it clear: wellbeing initiatives alone can’t offset poor work design. Leaders must focus on how work is structured — not just what’s done.
Common Work Design Pitfalls (Especially at Year-End)
When teams are stretched thin, certain design flaws often emerge:
High demands: Excessive workload, tight deadlines, or unrealistic expectations.
Low control: Little say in how or when work is done.
Unclear roles: Overlapping responsibilities or lack of ownership.
Weak social support: Managers too busy to check in or offer guidance.
Inflexible systems: Little room for remote work, adjusted hours, or recovery time.
These are not just management issues — under Australian WHS laws, they are recognised psychosocial hazards that must be managed like any other workplace risk.
Designing Work Smarter: Leadership in Action
Good work design doesn’t happen by chance — it’s a deliberate act of leadership. The following strategies help create structures that protect wellbeing and maintain performance.
1. Reassess Workloads and Priorities
At this stage of the year, review which tasks truly need completion before shutdown. Postpone non-critical work and redistribute tasks fairly to prevent burnout. Transparency builds trust and sets realistic expectations.
2. Clarify Roles and Expectations
Ambiguity fuels stress. Revisit job descriptions and current responsibilities. Clear deliverables and decision boundaries give employees a sense of control and reduce anxiety during busy periods.
3. Encourage Flexibility and Trust
Offer options such as remote days, adjusted start times, or compressed weeks. Flexibility allows employees to manage personal demands — like school functions or family commitments — without compromising output.
4. Create Safe Channels for Feedback
Establish regular check-ins where employees can discuss workload pressures and wellbeing concerns without fear of judgement. Listening early often prevents small issues from escalating.
5. Lead by Example
Leaders who work unreasonable hours or skip breaks send the wrong message. Model healthy behaviour — take leave, manage boundaries, and remind your team that rest supports resilience.
Balancing Technology and Human Needs
Automation and digital tools can improve efficiency, but if introduced without consultation, they can increase confusion or workload. Before rolling out new systems, ask: Will this simplify work, or add complexity? Plan training, support, and adaptation time so the tool empowers rather than overwhelms.
Legal and Operational Implications
Under the Model Work Health and Safety Regulations, employers must identify and manage psychosocial hazards such as excessive demands, role ambiguity, and lack of support. Failing to do so may result in legal exposure or workers’ compensation claims.
Beyond compliance, poor work design carries hidden costs — high turnover, absenteeism, disengagement, and reduced innovation. Investing in smart work structures isn’t just ethical; it’s sound business.
How Strategic HR Australia Can Support You
At Strategic HR Australia, we help organisations bridge the gap between theory and practice. Our team supports leaders to design work that sustains both performance and wellbeing:
Work Design Audits – Identify risk points and redesign roles or workflows to reduce stress and inefficiency.
Role Clarity Reviews – Update job descriptions and reporting lines to eliminate confusion.
Leadership Capability Building – Equip managers with tools to balance workloads, set expectations, and support wellbeing.
Employee Consultation & Co-Design – Facilitate workshops where employees contribute to solutions that make sense on the ground.
Change Support & Monitoring – Help roll out changes, monitor impact, and refine over time.
Smarter work design doesn’t just protect wellbeing — it boosts engagement, retention, and performance. As the year wraps up, it’s an ideal time to review how work is structured and make sure your people start the new year with clarity, balance, and energy.
Protect your people. Strengthen your business.
Talk to Strategic HR Australia today about creating smarter, wellbeing-focused work design.
