Alright. It’s 2021.
Realistically we know that it was just a change of a number on a calendar and not much else. Still global lockdowns, businesses are still shuttered and we are all still losing our minds being inside our houses 24/7. But it does seem like everyone really needed hope. And the hope they clung to, was a number. 2021.
So if that’s what makes us motivated, let’s use it.
All employers are probably elbow deep right now analyzing financials and projecting what 2021 is going to look like for their business. But there just may be something you are forgetting to look at for the new year. Somethings that may be the most important and will actually carry you to any and all goals you have for 2021.
Your people.
Here are five tips on how to have a great start to a new year as an employer.
1. Check In
I know there isn’t time. I know. But you need to make some. Your employees are not ok. Like the rest of us. You need to take them, one by one (preferably somewhere including snacks and coffee) and ask them how they are. Just chat. Nothing work related unless it organically flows there.
Maybe this feels like a waste of time? It’s not. This is the most important thing that you can do for your employees. They know your time is valuable. They know it’s a sacrifice for you to give them this time. But more than being just a quick chat about how things are– this accomplishes so much more. This shows your employee that you value them. That you empathize with them. That you are aware they may be going through something. That they are a person, with a life, outside of the workplace. And… that you care.
2. Redefine Roles
What does is mean to do the job you’ve asked someone to do. You may know, they may know. But is what you both know, the same thing? While you’re in your goal-setting time of year, ask your employees what the role they have been assigned is? What does it mean? What are the roles and responsibilities? When they give you their answer, it probably looks a little different than you expected. If this is the case, you need to discuss. And I can’t stress this enough. LISTEN TO WHAT THEY SAY. It’s not your way over theirs. It’s what is the best possible definition for this role. What description makes this role successful in the workplace? It may just be a combination of your employee’s thoughts, and your own.
Redefine an already defined role, together.
3. Succession Plan
Even if people are in a temporary role, they always want to know that there is somewhere to move in a workplace. Nobody wants to be stuck.
Have a conversation with all of your employees and ask them, if there were no roadblocks such as education or experience needed, where would you want to be in your career? Notice I did not say, in this company. That is purposeful. If you have a cashier who says she wants to be in marketing, for example. You have no marketing department…. so what was the point in asking? Well you do have some displays that need to be designed that you never have time to do. You need some help creating social media posts… hmmm
How about you do some cross-training? Give this person a chance to learn about something that will take them closer to their ultimate career goal, even if it’s not going to be with you. This gives them an opportunity to do something they’re passionate about, it will make them work from a place of gratitude and engagement and it may actually help you have a more well-rounded and better trained staff. Even if you can only offer them this additional role once a week, it’s going to produce something great for everyone.
Figure out where your people want to be, and help them get there. Write down your succession plan for each employee and plug into your planner when to follow up on it later in the year.
4. Give responsibility
Very similar to the last tip, we need to allow our people to grow and we beyond that, we need to facilitate this. Whatever your motivation is, it doesn’t matter. Are you only concerned about making money? This’ll help. Do you want to be a socially conscious employer? This’ll help.
Following the guidelines of succession plans if possible, put everyone, in charge of something. It may only be the organization and tidiness of one small area. But tell your people, I’m giving you this task. You own it. Take care of it for the company. I appreciate it. Now they are accountable, responsible and engaged with the task they were given. Did they do it well? Did they enjoy it? This person is ready to take on more. Did they not do so great? That’s an opportunity to coach and train.
Giving more responsibility is the easiest way to learn what your employees are capable of.
5. Communicate your willingness to help
Your employees work hard. For you. Not for the company. For you. People work for people. You need to reassure your employees that you are there to support. You are there to train. You are there to solve problems. Tell your people how you help. Maybe they can’t see it. Let them know that you are working for a better place for them.
By communicating your willingness to help and be empathetic to employee situations, you are becoming part of the team instead of a leader who is disconnected from the reality of your business.