Employers might be hoping that their workers are making New Year’s resolutions to set clearer goals, work more efficiently or cut out Facebook during office hours.
But employers should also make a few New Year’s resolutions for themselves. Here are eight resolutions for employers that could significantly improve their workplaces and work products.
1. Give employees their evenings and weekends back. American workers are increasingly finding that their 9-to-5 jobs now expect them to be available to answer calls and emails over the weekend and well into the evening. While some jobs truly require this, many don’t. It’s simply happening because technology has made it easier. As this trend impacts more people, employers who get serious about limiting intrusions into employees’ time off will have an easier time attracting and retaining good employees who want to be able to leave their jobs at the office. On a similar note …
2. Help people take time off. Many employees don’t use all the vacation time that their benefits package offers. This may be because they don’t feel that their workload allows it or because their manager or workplace culture signals that time off is for slackers. But well-rested, refreshed employees are more productive and won’t burn out. You’re likely to have a stronger staff in the long run.
3. Do more to guard against racial and gender bias at work. Educate managers about the research showing that women are often labeled as abrasive, aggressive or rude when displaying the same behavior that is seen as evidence of strong leadership in men. Let them know that African-Americans are often perceived as having a “negative attitude” while white employees who behave similarly get a pass. When hiring, find ways to combat unconscious bias, such evaluating candidates against a clear list of must-haves, not factors that don’t truly correlate with success on the job, such as rapport with the interviewer or an Ivy League degree. Train hiring managers to use evidence-based methods to evaluate candidates, such as job-related exercises and simulations, and even remove identifying details from applications, so that managers can assess candidates without knowing their race or gender.
4. Distribute perks evenly or based on merit, not based on who asks the loudest. In many offices, people who ask for extras, such as more time off, better projects, professional development or higher raises, are more likely to get them. But not everyone will speak up and ask for extras, which means that your most outspoken employees may get a disproportionate share of resources. Instead, make a point of examining how perks and benefits are distributed. Resist the easy path of giving more based on who speaks first or negotiates salary best.
5. Put more into training and developing staff. As companies have tried to do more work for less money, their employees often bear the brunt of those sacrifices. Budgets for training and development have taken a particular hit, which has left employees in a position where they’re expected to produce results and stay current on trends without getting much training and professional development. Make this the year that you invest in your employees as a long-term investment in your organization. And speaking of development …
6. Give more feedback. Many mangers don’t give enough feedback to their staff members, even though feedback is one of the strongest tools managers have for getting better results from their teams. Simply articulating the areas in which you’d like to see an employee improve or describing what you’d like to see done differently can go a long way toward making that change happen. And positive feedback will generally keep people motivated and displaying the behaviors that drove the praise in the first place. Employers should push managers to make feedback a regular part of their conversations with staff members. For example, they could set aside time for it in weekly check-ins.
7. Take on performance problems. Managers should measure their own performance by the lowest performers on their teams. Managers are often tempted to take credit for what their top performers achieve, but the real measure is how they handle people who are struggling. Too often, managers shy away from the tough conversations, coaching work and accountability that’s crucial to a high-performing team.
8. Appreciate people. Employers often underestimate the impact of making sure that great employees hear that they’re valued and why. If you want to retain your best people, ensure that their contributions are recognized — both through open praise and by compensation that reflects their worth to your organization — and gives them a reason to stay.
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Employers, Commit to Making These 8 New Year’s Resolutions originally appeared on usnews.com
