Preparing Your Team For The New Year: 5 Ways To Do It Right
The new year brings new opportunities. But it’s not only a good time to dream big and make plans, it’s also an excellent opportunity to take stock of where you are, where you want to go and what you need to do to get there.
But how can you get your team pumped up for success in the new year? Here are five tips to help you get started:
- Make room for a year-end strategy planning retreat
- Review your team’s performance over the past year
- Discuss your team’s goals for the new year
- Plan out your learning and development programmes
- Address interpersonal issues head-on
#1. Make room for year-end strategy planning retreat
The end of the year is an excellent time to take a step back, assess your team’s progress over the past year, and set goals for the year ahead. One way to do this is to have an end-of-year strategic planning retreat.
This is an opportunity for everyone to come together and brainstorm ideas on how the team can improve in the coming year. It’s also an excellent opportunity to identify areas where additional training or resources are needed. Below are some tips for a successful retreat:
- Plan the retreat at a time when everyone can attend. This may mean planning it around holidays or other commitments.
- Choose a place that is comfortable and conducive to productive brainstorming.
- Make sure you have a clear agenda for the retreat and that everyone understands the purpose of the meeting.
- Allow enough time for brainstorming and encourage all team members to contribute their ideas.
- Be open to new ideas and be prepared to consider different approaches.
- Summarise the main points of the discussion and create an action plan for the new year.
#2. Review your team’s performance over the past year — Identify areas for improvement
While the end-of-year strategic planning retreat sets the tone for the year ahead, it’s also important to take stock of your team’s performance during the year to set realistic expectations for the future.
Here are a few things you can do to get started:
- Review your team’s performance data from the past few months. This may include sales figures, customer satisfaction ratings or project completion rates.
- Talk to your team members individually to get their feedback on the past months. What went well? What could have gone better?
- Hold a team meeting to discuss the past year and brainstorm ideas for the new year. What goals do you want to set? What changes do you want to make?
- Create an action plan for the new year. This could include setting new goals, introducing new processes, or changing how you work as a team.
Recommended reading: Brain drain and your organisation – how to mitigate the impact
#3. Discuss your team’s goals for the new year — Create an action plan
Feedback without actionable next steps is like a golf game without holes — it doesn’t count!
To get the most out of your performance review sessions, develop a concise and flexible action plan — a blueprint for success — that you and your team can always refer back to throughout the year.
Here are a few things to keep in mind:
- Discuss your team’s goals for the new year. What do you want to achieve? What key figures can you use to measure progress?
- Create an action plan. What steps do you need to take to achieve your goals? Who is responsible for each task?
- Set a timeline. When do you want to achieve each goal? Ensure your timeline is realistic and everyone involved is on the same page.
- Communicate your plan. Make sure everyone on your team knows the goals and their role in achieving them.
By taking the time to discuss your team’s goals and create a plan of action, you can ensure that everyone is on the same page and that your team is ready to succeed in the new year.
#4. Plan out your learning and development programmes
Identifying and developing high-performing team members is key to success for many leaders.
One of the best ways to ensure the ongoing professional development of your team is to plan regular training and development programmes for each employee.
This could include courses on specific skill areas or activities such as mentoring or understudy programmes with other experienced team members.
Below are some tips to help you plan learning and development programmes for your team in the new year:
- Define your team’s development needs. What skills do they need to improve? What knowledge do they lack?
- Set goals for your team’s development. What do you want the team to achieve by the end of the year?
- Research different learning and development programmes. Which one works best for your team?
- Create a budget for your team’s development. How much can you spend on training your team?
- Put your plan into action. When will your team be trained? Who will run the programmes?
Get your team ready for the coming year. Download our 2023 Training Calendar
#5. Address any interpersonal issues that may have arisen over the year
One of the biggest challenges for leaders is dealing with conflict between team members. Although conflict is a natural part of any workplace, it can significantly impact productivity and morale.
Therefore, it’s important to address any interpersonal issues that have arisen during the year. If there are any lingering issues, now is the time to address them head-on.
Here are some other things you can do:
- Allow your team to express their concerns about the current year’s operations and expectations for the coming year.
- Be open and honest with your staff about their strengths, weaknesses, or opportunities for growth.
- Supportive leadership can only make things better. Make each person feel valued by giving feedback on how they can improve in the new year.
- Finally, start the year by rewarding each employee for their hard work. Incentives such as gift vouchers can reinforce positive behaviour.
What’s next?
The perfect way to end the year is by planning for the next one. Get your team ready for the year ahead; download our 2023 Open Programme calendar.
Please schedule a consultation with our team to request a customised learning solution.
