Create the ‘vibe’ where they want to stay!

The start of the new year offers a unique opportunity to reset the energy, focus and engagement of your team. After the Christmas break, people return with a mix of emotions — refreshed, distracted, pumped!, or still carrying the mental load of last year. Try to avoid jumping straight back into deadlines and deliverables and focus on reconnecting your people to purpose, priorities and each other. Why? Because research shows investing time in connecting your team increases productivity, job satisfaction, and staff retention. All the things a small business needs!

Regardless of how small your team is - start your year with an honest conversation about highlights, challenges and lessons from the previous year. It helps teams draw the line on one ‘era’ before starting the next. People are more engaged when we validate their experiences and align it to how they make a difference. Then shift the focus forward. Be clear about what success looks like in the months ahead, what will be different, and what the real priorities are.

Then focus on connection. Team cohesion dips after a break so use this discussion to re-establish best ways of working, communication preferences, reinforce shared values and behaviours and give feedback as to how they made a difference last year.

February is also the time to be intentional about leadership development. Rather than relying on ad hoc, reactive training, step back and plan for the challenges ahead — managing change, difficult conversations, creating a better workplace culture, managing time (and let’s be honest there is always simple fixes to gain more time) or building resilience. Map your needs early and show your team they’re supported with the training (and real-world application) they need to succeed. When leadership growth is planned, visible and ongoing, it sends a strong message to your team – you care!

Finally, check the capacity of your team. The new year often starts with big ambitions, but the long year ahead requires realistic pacing. Discuss workloads, potential stresses and challenges early on and identify simple support strategies. And if you can’t really change anything, just be honest – at least they feel heard which always increases engagement and productivity.

Don’t avoid these discussions. Having honest, authentic team chats means you’re always informed of what’s really happening for your team and your business. It’s a risk assessment which also shouts, “we care”. Too many of us think because “we’re just a small team - everyone knows how I feel about them”. Not so! By scheduling time for this you’re sending a strong signal “I value you!” which results in a workplace culture or ‘vibe’ that no-one wants to leave.

Contributed with thanks to Judy Porter

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