Resetting the team
How can you help managers overcome the January dip?January can be one of the hardest months to keep teams motivated. The frivolity of the festive season is over and it’s back to work as normal, leaving many employees lacking enthusiasm, interest and energy as they consider the year ahead.
But there are ways that HR leaders can help others to keep spirits high and to dodge the onset of Blue Monday – the third Monday of January that’s reported to be the most depressing day of the year.
Set an example
Often it’s easy to forget that managers are human. They too are prone to the post-festive blues. But if they’re demotivated, soon the whole team will feel down.
The way a manager behaves shapes 70% of the workplace environment, influencing levels of motivation, engagement and, consequently, performance. Therefore, it’s important that leaders set an example so others follow suit.
Keep performance levels up by modeling expectations to clarify how you expect others to behave. For example, don’t leave early or take long lunches as you may have done over the more relaxed festive season.
Demonstrate that it’s business as usual by communicating regularly your commitment to achieving results and by setting out individual goals for each member of the team.
But also share that you too have a life outside of work and things to look forward to such as holidays, while not allowing these commitments to interfere with work.
Set clear quarterly goals
Start the New Year on a high by giving people something to aim towards.
When everyone is back to work, one of the first things should be to sit down as a team and with individuals to set out clearly defined, goals that will inspire and motivate.
Find out what their career aspirations are for the year ahead, link these to the business and team objectives so they can see how their part plays in the bigger picture. Set quarterly benchmarks to keep them focused.
The more input someone has into their future, the more empowered they feel which drives motivation and performance.
Extend these goals beyond work to create a true team spirit. Find out what New Year resolutions people have made or set new ones as a team, and work together to support achieving those.
It may be that someone’s resolution is to stop smoking or to eat less chocolate. Make a team pact not to bring chocolate into the office for a month or publicly recognize or reward when the individual has gone without a cigarette for a set length of time.
But make sure any goals – personal or work related – are realistic otherwise inspiration will turn to frustration. Keep team tasks challenging and interesting, with a focus on how to do even better than last year.
Feedback regularly on how they’re doing so you can lend support where necessary, check they’re engaged and keep them focused on the end results.
Be accountable
Our global research on accountability and trust found a link between accountability, engagement and performance.
Managers that keep their promises and follow through on their commitments as well as admit their mistakes build a climate of trust – and trust improves engagement and motivation which in turn increases output.
Hold employees accountable
Ensure that leaders are not only modeling accountability but are also handing over specific responsibilities to team members. This will leave employees feeling in control, and such empowerment leads to better levels of engagement.
Individuals should know what they are accountable for and why, and be given the power and influence to be able to achieve these tasks successfully.
Employees must be given the opportunity to make improvements and to effect decisions to feel accountable, but don’t leave them isolated and alone. Lend support where needed, guidance when necessary and show interest always.
Celebrate and offer rewards
When they do something extra-special, recognize it publicly through rewards and prizes.
Recognition is one of the best ways of motivating and developing people, but don’t make it too easy either. Ensure people are aware that rewards are given for unique or outstanding contributions.
Set individual and team competitions to create a fun, competitive environment where people are energized to outperform others. When setting prizes, get input from the team so you know you’re offering prizes that will be sought-after.
Even though Christmas is over, you can still carry on celebrating and giving gifts through goal setting, challenges and responsibility. Do these things and you’ll soon reap rewards from a highly charged and energized team.
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