A new year marks an opportunity for change. It’s when company leaders can consider how they want to embrace the upcoming year. At the same time, they can pinpoint what they would instead leave behind or do differently in the upcoming 12 months. The start of January can spark optimism for many. By using this natural momentum to their advantage, leaders can transform company culture for the better.
Announce Exciting Company News
If you have exciting news to share, the new year can be the perfect opportunity to announce it. While many people take much-needed vacation at the end of the year, most return in January with an open mind. Waiting until the first week of January can be a good time to share anything noteworthy. Examples of exciting news may include acquiring a new company, hiring a new chief revenue officer, or exceeding revenue goals in the prior year. Regardless of what the news is, make sure you announce it appropriately.
For instance, if you’ve acquired a new company, you will want to have as many details as possible. Employees will want to know the new company, why it was acquired, and how their day-to-day life will be changed. They may also wonder if their job is at risk or if anyone from the acquired team will be brought onto it. Ironing out the specific details beforehand can help ease any apprehensions or nerves. Of course, when sharing this type of news, be transparent and show your enthusiasm.
You’ll want to use a combination of channels to share the news. Perhaps you discuss it first at an all-hands company-wide meeting. Then, shortly thereafter, you send an email detailing the news so everyone has it in writing. This way, nobody feels out of the loop. Depending on the news, it may need to be broadcasted externally. Press releases and social media announcements can be good tools for disseminating information widely.
Involve Your Team in Upgrading Processes
If you and your team feel bogged down by the actual work, it may be time to streamline your processes. Tasks that feel overly or unnecessarily difficult can quickly trigger disgruntled, frustrated employees. If you’re hearing time and time again that specific processes are causing hurdles, then look to revamp how the work is being done.
Involving your team in the decision process helps them feel like their opinions are valued. It can also increase buy-in when the new process is rolled out. This is particularly important if you’re onboarding a new software, such as a project management tool or digital calendar like Apple Calendar or Calendar.com.
Top-down decisions can feel forced and cause poorly informed decisions. Leaders may mean well, but they may not be completely educated on what needs to be changed. By involving your team, you’re gathering feedback and keeping everyone engaged in decision-making. Waiting until the new year can reenergize employees, leading to a more positive working environment.
Set or Reestablish Company Goals
The new year is also a chance to reflect on what went well and what didn’t in the last calendar year. As a leader, you may want to take some time to think about what you’d like to change going forward. This can mean analyzing last year’s performance, including hurdles or challenges the team overcame. Did you and the team exceed goals, or were you consistently missing deadlines? If it’s the latter, brainstorm how to move past this and set up your team for success.
As you’re reflecting, keep your sights on company priorities. If the main company objective is lead generation, think about how your team is progressing toward this goal. How can your email newsletters create buzz for new leads if you’re managing the email marketing team? How can your Instagram and Facebook posts drive engagement if you oversee the social media department?
Whether setting new goals or reestablishing old ones, be sure you’re following the SMART goal methodology. SMART stands for specific, measurable, achievable, and relevant. Every goal should follow these guidelines to be clear and realistic. For example, the social media team’s goal may be to increase qualified leads by 30% by the second quarter.
Once the goals are set, ensure that every team is aligned and aware of the priorities. Hold a team meeting in early January to discuss what you accomplished in 2024 and what you hope to accomplish in 2025. Explain why you’ve established these goals and how you see the team reaching them. Having everyone on board can motivate, empower, and lead to long-term success.
Improve In-Office Workspaces
If your employees are required to go to an office, this tip may be for you. Improving in-office workspaces in the new year can physically transform how employees feel about coming to work. After the pandemic, many companies either moved to new office workspaces or downsized their existing space. Even if your company stayed in the same space, it may be time for a redesign.
Adding flexible workspaces is a popular choice for companies that require employees to work on a hybrid schedule. Employees aren’t assigned a permanent desk but are asked to either book one in advance or find one when they arrive at work. Flexible workspaces can increase collaboration and help facilitate better communication across teams. By reducing the number of permanent desks, companies may have the budget to use ergonomic furniture.
Another easy upgrade is adding some greenery to the office. Studies show that employees can be up to 15% more productive when working in an area with live plants. While you’re at it, look for ways to increase natural lighting or incorporate more sustainable lighting solutions. Consider adjustable lighting options that can work with the space during any time of day.
Implement New Employee Benefits
A great way to retain top talent and attract new talent is by offering competitive employee benefits. Since the end of the pandemic, individuals today have been looking for flexible working hours and better work-life balance. They want their companies to offer mental health assistance, student loan assistance, and career development.
While your company-wide medical and dental plans may be already set due to open enrollment, that doesn’t mean there aren’t other benefits you can add in. Work with your HR team to brainstorm what types of benefits can be added in the new year. If you have a remote team, can you offer a home office stipend for individuals to refresh their home desks? Or can you expand your paid time off plan to include mental health days?
Again, getting employee input can be helpful here. Send out a survey and ask individuals what they want the company to offer. Include a mix of multiple-choice and open-ended questions to get robust feedback. You may also set up a cohort of people representing various teams to work on implementing new benefits with the HR department. Another day to work from home during the week or a chance to enroll in a course for professional development can show that the company cares about employee needs.
Tips and Takeaways
After the holiday season, employees may either be excited to return to routine and normalcy or feel disengaged. Those who love their job may come forward with new ideas and proposals. On the other hand, you may find that the gray days of January are more difficult for others lacking internal motivation. Inspiring your team, no matter what side they are on, can spark enthusiasm for the year ahead — which is what every leader strives for.
Featured Image Credit: Photo by fauxels; Pexels
Angela Ruth
My name is Angela Ruth. I aim to help you learn how Calendar can help you manage your time, boost your productivity, and spend your days working on things that matter, both personally and professionally. Here's to improving all your calendars and becoming the person you are destined to become!