Last week we discussed ways to set your team up for success in Q4. If you missed it, you can read it here. This week we want to talk about supporting your team as this is not only a great way to love your people, but it’s a great retention effort as well. Here are some ways to support them during this time, while employing the tools we shared last week to structure their business (and yours!) for success in the new year.
Clear Communication. With so much going on this time of year having clear communication is extra important. Avoid last-minute changes and allow additional planning time for any events. Ensure that your team knows the goals, objectives and priorities and regularly share and re-share the updates and expectations so that they have a clear understanding of their roles and responsibilities. Provide a platform for them to ask questions and seek clarification to stay ahead of any bumps in the road.
Flexible Scheduling. Life-work balance is incredibly hard to find this time of year with so many having both personal and professional obligations and fun events. Allowing flexibility in work hours or remote work options will better assist team members in finding a way to make things work and reduce stress.
Resource Allocation. Assess your current workload and allocate your resources so that your team has the necessary tools, equipment, and personnel to meet the demands of the season. If necessary, consider temporary staff or outsourcing to ease the workload.
Team Well-being. Our people are being pulled in a variety of ways both personally and professionally to celebrate holidays, travel, and attend school functions, and that can lead to a lot of additional stress. Simultaneously, more than you might think may be suffering from some form of seasonal affective challenge, whether it be the actual weather that bums them out or a personal history that makes the holidays hard, this time of year doesn’t leave everyone on your team feeling their best, whether they show it or not. Being aware of this will go a long way, but encouraging breaks, reminding them to recharge and take time for themselves, or offering a wellness program for stress management or mental health support will aid them in coping with the increased demands.
Recognition and Awards. Have you ever been Jelly-of-the-Month-Clubbed? I have, and failing to be properly recognized for your hard work and dedication sure makes it easy to hand in your notice the Monday after the Holiday party. It’s not about the amount, it’s not about the shape or size of the award…it’s about how you make that person FEEL. Avoid giving out participation awards or awards to your entire organization, if everyone receives one it becomes diluted. Find other meaningful ways to show your appreciation for those who do not receive an award. Make efforts to show your appreciation to your team year-round, as the excitement of the annual awards ceremony doesn’t last long. If you didn’t do a great job of this last year, make a plan to recognize and appreciate your team throughout the year in 2024 to keep morale high. You can even make a smart list in Follow Up Boss to reach out to everyone on your team in a personal way so that no one falls through the cracks! (Reply to this post and I’ll show you how!)