It’s hard to believe, but November is already upon us – which means the New Year is not far away!
The frantic pace that tends to accompany the pre-Christmas period can sometimes make it challenging to neatly tie everything up before the holiday season – and often a brief shutdown period – arrives.
So as an employer, what should you be doing to set up your business and workforce for a successful new year?
We’ve compiled a list of some top HR strategies to consider as we approach the end of 2022 and look ahead to the new year.
Saying thank you
This may seem like a no-brainer to many of us, but the end-of-year period is an important time to say thank you to your team and to show your employees that you value the effort and hard work they have put in over the course of the year.
Workplace recognition is incredibly important and research shows that when this hits the mark, employees are more engaged, more connected and less likely to be looking for work elsewhere.
There are many ways you can show your appreciation to employees. This might take the form of a personalised gift, a one-on-one chat or even a team awards ceremony.
Some employees will appreciate certain gestures and forms of recognition more than others – so make sure you try to personalise things.
An end-of-year event, such as a Christmas party, is a great way to bring the entire team together and end the year on a high note.
These events help to show employees they’re a valued part of the team, can encourage social connection and relationship building between colleagues and can be a great opportunity to just enjoy the company of co-workers.
This type of gathering doesn’t have to break the bank by being held at an expensive function room with an unlimited bar tab. You might consider an outdoor barbecue or any number of team activities.
It is, however, also worth making sure these types of gatherings don’t get out of hand – e.g. it’s incredibly important to ensure alcohol is served responsibly.
End of year check-in
For employees, this time of year can be one of anxiety and reflection. Some workers may be feeling anxious about job security and other work-related concerns, while some may be reflecting on their career goals and progression and looking ahead to the future.
So this is a great time to check in with your employees and have an open dialogue about their expectations, concerns and goals for the future – in conjunction with clear updates on the direction of the business in the coming year.
This will ensure your employees feel heard and everyone is on the same page moving into the new year.
Update clients and other external stakeholders
In addition to checking in with employees, it’s also critical to do the same with your clients and other external stakeholders.
This might include keeping them updated on any significant disruptions which may occur over the holiday season (such as a shutdown period) and discussing your priorities (and theirs) for the coming year.
As with employees, it’s also an opportunity to show your appreciation and demonstrate that you value the relationship.
Akyra’s key takeaways
- While the end-of-year period can sometimes be a chaotic one, the right HR strategies can help to ensure you’re on track for a successful new year
- Showing your employees they are valued and appreciated is incredibly important and end-of-year events can be a great way for your team to connect and unwind
- Check in with employees on their expectations and aspirations and make sure you incorporate them wherever possible on the business’s direction for the new year
- Don’t forget to check in with clients and other external suppliers and provide them with an update on any end-of-year disruptions and show you value the relationship
NEED MORE INFORMATION?
Akyra can help your business to assist and support all your questions and concerns related to HR strategies and procedures. Please contact Akyra on 07 3204 8830 or book a free 30-minute consultation for an obligation-free conversation.
Disclaimer – Reliance on Content
The material distributed is general information only. The information supplied is not intended to be legal or other professional advice, nor should it be relied upon as such. You should seek legal or professional advice in relation to your specific situation.