How To Set Effective New Year’s Goals For 2022 As A New Manager
Many well-intentioned leaders see the beginning of a new year as an opportunity to start over. Managers can be distracted from being a source of energy and inspiration for the people they lead when faced with hiring challenges, workplace conflict or productivity snags. Your management style can have a significant impact on your team's performance and well-being.
Setting goals has many virtues for a manager. They provide direction, facilitate planning, motivate and inspire employees, help assess and monitor performance. We've put together a list of four resolutions that can help you become a better manager while increasing employee happiness and efficiency in 2022.
1. Develop a gratitude habit.
Research has shown that simply expressing gratitude can have a profound effect on our emotional well-being. If a team member achieves a work goal or goes above and beyond the call of duty, send them a thank-you note. It's always a good idea to give a shout-out to those who deserve it in your company's communications.
Begin meetings by expressing gratitude for something you're grateful for both at work and in your personal life. You'll be surprised at how quickly the "thank you bug" spreads, making people feel better about themselves and their lives.
2. Listen to the people you manage.
Instead of listening to their employees, many managers prefer to talk. Individuals are more engaged and productive only when they are given a chance to speak up and have their voices heard. Employees are more active and energetic only when they are given the attention they deserve.
If you want to make sure you're paying attention to what the employee is saying, avoid interrupting them and giving them feedback. This demonstrates to them that you are paying attention and gives them the opportunity to elaborate if necessary.
3. Design challenge points.
When leaders set high standards for themselves and their teams, they provide a clear picture of what success looks like and how it can be achieved. Employee motivation and development can be boosted by setting "challenge points" for them. Set the goals that are just a little bit above where they are now but are still within their reach.
The most efficacious challenge points are those that are developed in collaboration with employees. In this way, your employees will be motivated and encouraged at the same time.
4. Provide opportunities
Repetition of the same tasks is tedious and demotivating for employees, so they prefer to avoid it. Employees' self-esteem and self-confidence rise when given greater authority and responsibility.
You should tell a member of your team that you believe they are capable of taking on more responsibility and then ask if they would be interested in taking on a new challenge. It's up to you whether or not you want to give them ideas for additional tasks or let them come up with their own. Do not overburden them; instead, allow them to express their concerns if they feel it is necessary.
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