New Year Resolutions Every Manager Should Consider

Nothing quite sums up this time of year like the phrase: “new year, new me.” While it is probably the most cliché saying of all time upon the arrival of every new year, its meaning never gets lost or tired. Often synonymous to personal goals and resolutions, it can also be applied to one’s professional life and work style too. 

2021 has been a year full of uncertainty for businesses, with many still figuring out how to transition back into the office, motivate employees to adapt to an ever-changing work landscape, and trying to increase  staff morale time and time again. 

As we plan for the upcoming year, it can be daunting to try and pinpoint just a few areas we want to really tackle and put our focus behind. Yet, just like any New Year’s resolution, it is important to not make anything too ambitious, as lofty goals tend to fizzle out by mid-February (remember when we said we would start a habit of running every morning at 5:00 am, rain or shine?). Working towards a goal that’s attainable can boost your own workplace morale as well as that of your employees. 

Here are a few resolutions every manager can make for the new year:

It’s no big secret that employees enjoy praise for their hard work and efforts. That’s why it’s always best for managers to ensure they are showing appreciation to their employees for their successes.

Even the greatest leaders can overlook the smaller victories without acknowledging how essential they are to achieve bigger goals. Whether your team member achieved a small increase in sales or was able to sign one or two clients onto your company’s roster, celebrating these wins matter. 

When it comes to better supporting your employees, one thing that often gets overlooked is uncovering their learning styles. According the the VARK model, there are four different styles of learning: visual, auditory, reading and writing, and kinesthetic. 

By learning how your team processes and retains information, you can better support them in their daily tasks. If the majority of your team are visual learners, consider making image-heavy presentation decks mandatory (or strongly suggested) when the team is required to learn new information. Is one of your employees an auditory learner? Try having a one-on-one phone call with them to discuss their most recent project. 

Once you discover your team’s learning styles you can tailor your management style to better facilitate the way they digest information. 

Feedback is essential for growth. However, many managers feel reluctant to give critical feedback because they fear the person who is receiving it may take it negatively, or worse, personally. 

This year, make it a goal to deliver clear feedback to your team. When giving an evaluation or performance review, be concise and constructive. You want the person on the receiving end to think about possible solutions for the challenges you have raised. Giving the right feedback can allow your employee to bring up any learning opportunities they may have felt too shy to bring forward.

It’s a simple goal, but one that really goes a long way. Showing your employees gratitude on a regular basis fosters a positive workplace environment and elevates the morale of all staff.