Have you already allowed some of your 2015 new year’s resolutions to fall by the wayside? You’re in good company. It can be extraordinarily difficult at times to form new habits and keep them as the new year moves forward. While it isn’t easy to make these changes, they’re great mental tools for bettering ourselves and the lives we lead.
Diet, exercise, read, meditate — there are tons of different things that people want to do more of, and even more things they want to do less of. However, if you happen to be responsible for the productivity of your own team, i.e. if you’re a manager, you might want to consider adding a few of these resolutions to your list. Your staff may thank you.
1. Get rid in the dead weight
As hard as it may be, trimming the fat in your workforce is hugely important for the happiness and satisfaction of the company’s staff and your culture as a whole. Underperforming or “problem” employees are frustrating to those who work hard, and they counterproductively drain resources that could be used to reward real performers.
Now, this isn’t a license to go out and axe every employee that isn’t absolutely crushing it. It’s just a gentle reminder to not let dispassionate, uncaring, or opportunistic employees weigh down the rest of your staff.
2. Look at the big picture
Almost nothing frustrates employees more than a small-minded boss. Despite the fact that you probably feel that you take all important factors into consideration when dealing with most internal matters, your thought process may still be stuck inside the box.
Take the time to really look at the big picture surrounding the decisions and crises you have to deal with on a daily basis. You might even want to consult some your staff to get a more well-rounded perspective. This little bit of extra effort won’t go unnoticed.
3. Give ample feedback
Maintaining an honest, steady stream of communication between the managerial staff and the employees underneath it is one of the most important factors in employee satisfaction. In fact, some of the most reputable HR professionals around have said the same themselves. After all, how can anybody be happy if they don’t know whether they’re doing a good job or not?
Encourage your employees to speak freely with you, within professional bounds, and make a point to feel comfortable doing the same with them.
4. Reward hard work
There’s nothing worse than feeling like you work in a thankless job. In fact, if you consider some of the stereotypically worst job industries in the workforce, such as fast food, retail, and manufacturing, they all have one thing in common: they are often totally thankless.
There’s special power in the acknowledgement of hard work, and every manager can wield that power for good. Take the time to thank your employees for the work they do, both verbally and through small rewards. If you can invest a little bit of extra time and capital into your employees, they’re sure to pay you back many fold on the job.
5. Give them something to believe in
Although we’re often put off by cheesy mission statements and archaic company initiatives, alignment between company goals and individual employee values is extremely important.
Be determined to cultivate a strong bond between your employees’ hopes, fears, and dreams and the core values of the company. The power of working together toward a common goal cannot be underestimated.
6. Let them grow
Every employee needs to experience growth and development in their career, no matter how important their responsibilities are seen to be by others. For similar reasons that everybody needs appreciation and recognition, everybody also needs the opportunity to grow and develop within their corporation.
You can give your employees the gift of growth and development in a variety of ways; continuing education, industry seminars, and individualized mentorship are all great options. You may even find that these perks will keep them on your team longer.
7. Question fairness
What’s fair? For something that’s usually touted as a fact of life, fairness seems to be tremendously subjective at times depending on who is deciding what’s fair.
We often get stuck in the dominant paradigm of our company culture, which is why it’s important to take a step back and reevaluate every once in a while. For example, what you may have thought to be a fair wage when your boss implemented it might not feel “fair” at all to the employees who have to live with it daily. In your quest for true fairness and equality, do your best to stay objective, and always advocate for your employees.
Do you have any management resolutions to add to this list? What do you think will help boost morale in 2015? Drop us a line in the comments or give us a shout on Facebook or Twitter to let us know!Comments