New Year’s resolutions are important. The fact that they have not worked for you before does not mean the idea itself is flawed. In fact, the beginning of a year is one of the most psychologically powerful moments for behaviour change. It represents a reset. A symbolic pause between what was and what could be. That is precisely why New Year’s resolutions persist across cultures and generations.
What has failed in the past is not the timing, but how resolutions are formed, framed, and sustained. Over time, repeated disappointment has turned resolutions into a cliché. Below are three major reasons why New Year’s resolutions often don’t work.
Why New Year’s Resolutions Don’t Work
1. They Are Framed as Aspirations as opposed to Behaviours
Many resolutions are broad identity statements rather than actionable behaviours: “I want to be healthier,” “I will be more disciplined,” “I want to be more intentional.” Without specific, observable actions, the brain struggles to translate intention into practice. From a communication standpoint, the message is vague and rarely will it lead to action.
2. They Rely on Motivation Instead of Systems
Most resolutions assume that motivation will remain constant throughout the year. However, motivation is episodic, not permanent. When life becomes busy or stressful, resolutions collapse because they were never embedded into daily systems and routines. You need some structural support for behaviour change.
3. They Ignore Identity, Context, and Feedback
Resolutions often fail because they are disconnected from a person’s real context, such as time, resources, social environment, and identity. Additionally, many people wait until December to “review” their progress. Without continuous feedback and adjustment, small failures accumulate, leading to discouragement and eventual abandonment.
The Power of a Reset
Temporal Landmarks Theory explains why the start of a new year is such a powerful moment for change. The theory suggests that people are more motivated to pursue goals immediately after temporal landmarks such as the beginning of a year, month, week, or even after a birthday because these moments psychologically separate the “old self” from the “new self” (Dai, Milkman, & Riis, 2014).
From a communication perspective, temporal landmarks act as framing devices. They help people reframe failure as belonging to a past version of themselves, making change feel more achievable. This explains why resets work. January is not magical, except for its ability to make it seem very long due to the spending habits of the weeks before it. However, humans are meaning-making beings who respond strongly to symbolic transitions such as the beginning of the year.
Three Ways to Make This Year’s Resolutions Work Better
Whether you don’t care about the New Year resolutions, or you have tried and given up, the following three points could help you and improve this year, for those for whom the resolutions are already working.
1. Translate Goals into Micro-Commitments
Instead of annual resolutions, define weekly or daily behaviours that require minimal effort but high consistency. For example, replace “I want to read more” with “I will read two pages every morning.” Small, repeatable actions reduce resistance and build momentum.
2. Tie Resolutions to Identity, Not Just Outcomes
Behaviour change sticks when people see actions as expressions of who they are becoming. Instead of focusing only on results, communicate the identity shift. For example “I am someone who doesn’t doom scroll on social media.” This reframing strengthens internal motivation and increases persistence, even when progress is slow.
3. Build Feedback Loops and Mid-Year Resets
Treat the year as a series of cycles rather than one long test. Monthly or quarterly check-ins allow for recalibration without shame. If January didn’t work, February becomes another reset. This approach aligns with both behavioural science and strategic communication principles, which are message testing, feedback, and adaptation.
Conclusion
New Year’s resolutions fail not because they are pointless, but because they are often poorly designed, poorly communicated to ourselves, and poorly supported by systems. When approached with clarity, structure, and an understanding of how humans process change, the beginning of a new year remains one of the most powerful moments to reset, reframe, and recommit.
References
Dai, H., Milkman, K. L., & Riis, J. (2014). The fresh start effect: Temporal landmarks motivate aspirational behavior. Management Science, 60(10), 2563–2582. https://doi.org/10.1287/mnsc.2014.1901
Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation. American Psychologist, 57(9), 705–717. https://doi.org/10.1037/0003-066X.57.9.705
Wood, W., & Neal, D. T. (2007). A new look at habits and the habit-goal interface. Psychological Review, 114(4), 843–863. https://doi.org/10.1037/0033-295X.114.4.843