You can either go with the flow and let your team ease into their work and routine…and you may notice that a few months pass without clear direction OR you can take action now and guide discussions on setting clear expectations of what you’d like your team to work towards this year. Here are some ways to get things happening:
In our December blog post you’ll remember that we discussed the importance of de-briefing with your teams so they have an opportunity to review the achievements and the challenges faced last year. By making the time to meet with your team to discuss and workshop what went well last year and what challenges and opportunities arose, it firstly brings some closure to the previous year and secondly, provides direction and clarity about the areas of focus for the team and organisation are to kick off the new year. This can be arranged through a team meeting, a short survey or direct feedback from staff about the following:
- Key accomplishments their proud that they achieved in 2016.
- What were the key challenges and lessons they learned last year.
- Have a discussion about things the business should Stop, Start and Continue.
2. Big picture view
Employees need some strategic direction and inspiration from their manager and leaders. As a manager or business owner the onus is on you to be clear on where the business going not only this year but in three, five and ten years from now.
Having a clear pathway as an organisation and effectively communicating and bringing your people on the journey with you, provides them with ownership and excitement about what you are all working towards.
During this discussion you may find opportunities for your team to collaborate on key projects, you may find that you need some extra skills and resources or simply to work smarter to achieve your strategic objectives. Whatever you need, realistically schedule what needs to change or what actions you need to take to get closer to achieving your goals this year.
3. Break it down
Once you have the big picture view and your key areas of focus, now is the time to break it down and work with individual team members to do some goal setting. You can kick it off with a brief meeting with each team member to discuss their views on what their contribution and focus will be this year. Keep the discussion open and light and ask your staff to draft some objectives that follow the SMART (Specific, Measurable, Attainable, Realistic and Time bound) goal-setting principle.
A follow up meeting to finalise objectives and break these down into achievable actions form the basis of staff workplans for the year.
So, there you have it! By taking on these three steps this month, you are taking responsibility for leading and motivating your employees about how amazing 2017 can be for your organisation. Clear strategic direction plus personal alignment to organisational and individual goals are the best way to take on the new year! Download a copy of our Goal Setting Template to help you on your way.
If you need some expert team facilitation to get you started contact us, we know how to gauge feedback from your teams and establish internal performance systems to help you achieve business success.