New year, new goals, new workplace –the essential guide to starting strong
The first day back at work after the festive break is crucial for organisations and employees. After a few weeks with the foot off the gas, gaining momentum is a real struggle many will face. And for those starting afresh in a new role or job, it’s an even greater challenge, but it doesn’t have to be. We’ve gathered together a few helpful tips to make the new year work transition seamless and productive for everyone, new and old, from managers and new employees.
For everyone starting a new year in a new role, the first day on the job is a daunting one. It used to be an opportunity to learn the ropes, get a feel for the culture of the workplace and meet new people, but a growing trend towards work from home and hybrid working – accelerated due to the pandemic – has changed that.
Gone is the new-joiner office-buddy; the water cooler might be the tap in the kitchen, and the dining table has replaced the canteen, yet it’s devoid of colleagues to share stories with. The beginning of a new work year was filled with energy and excitement, which is more challenging when teams are on the other end of webcams, and the office guide is a PDF, not a person. In the absence of face-to-face time, active employee engagement is critical for all employees to succeed.
For everyone starting a new year in a new role, the first day on the job is a daunting one. It used to be an opportunity to learn the ropes, get a feel for the culture of the workplace and meet new people, but a growing trend towards work from home and hybrid working – accelerated due to the pandemic – has changed that.
Gone is the new-joiner office-buddy; the water cooler might be the tap in the kitchen, and the dining table has replaced the canteen, yet it’s devoid of colleagues to share stories with. The beginning of a new work year was filled with energy and excitement, which is more challenging when teams are on the other end of webcams, and the office guide is a PDF, not a person. In the absence of face-to-face time, active employee engagement is critical for all employees to succeed.
New year onboarding
Aligning the team around a new mission and making sure everyone is up-to-speed can be a big factor in deciding whether employees see themselves staying or moving on in the coming months.
Set the tone for the new year, even with employees who have been with the organisation for a while, with a new year onboarding session. Go through important policies and procedures and even business goals again. An important element of successful teams is a shared sense of the mission or what purpose your team is aligning towards.
Quiet, reflective time – like the one you might have had over the festive period – can result in thoughtful moments that may bring about a new approach to achieving business goals. Share these changes in policy or strategy because teams can only be successful if everyone is playing for the same side. It provides an excellent opportunity to introduce new team members and refocus those returning around the business goals, mission and vision for the upcoming days, weeks, months and quarters.
Set the tone for the new year, even with employees who have been with the organisation for a while, with a new year onboarding session. Go through important policies and procedures and even business goals again. An important element of successful teams is a shared sense of the mission or what purpose your team is aligning towards.
Quiet, reflective time – like the one you might have had over the festive period – can result in thoughtful moments that may bring about a new approach to achieving business goals. Share these changes in policy or strategy because teams can only be successful if everyone is playing for the same side. It provides an excellent opportunity to introduce new team members and refocus those returning around the business goals, mission and vision for the upcoming days, weeks, months and quarters.
Active communications alleviate fear and uncertainty
Whether the team is distributed remotely or reports for duty at the workplace every day, the foundation for productive, engaged employees is rooted in open communication. Encourage it and model it if you have to.
Ensure that all team members know what channels of communication are available to them and encourage them to use them. This can include processes for raising concerns, sharing new ideas or even collaborating with other teams in the business.
For managers, this might mean modelling behaviour, but doing so will encourage employees to do the same. Employees who feel included and a part of the process are more likely to share concerns, improvements and other ideas which may positively impact the organisation.
Ensure that all team members know what channels of communication are available to them and encourage them to use them. This can include processes for raising concerns, sharing new ideas or even collaborating with other teams in the business.
For managers, this might mean modelling behaviour, but doing so will encourage employees to do the same. Employees who feel included and a part of the process are more likely to share concerns, improvements and other ideas which may positively impact the organisation.
Have a plan for your team.
We know that not having a structured plan for regular team meetings and check-ins is a sure-fire way for employees to feel excluded and disengaged. For new employees, it is unsettling. Whether these sessions are in the office or via Teams, Zoom or similar tools, make sure there are team meetings that provide an opportunity to re-engage in an activity that is not directly output-related. It is important and essential for team productivity and wellbeing.
Use the team meeting to provide a platform that encourages all team members to share their views regularly.
Use the team meeting to provide a platform that encourages all team members to share their views regularly.
Be comfortable listening and ensure colleagues are comfortable speaking up
Listen to your colleagues; they are the best source of knowing what is going on in the organisation but be clear that they will not be victimised for doing so.
Despite the ideas listed for encouraging a more collaborative and successful engagement, many colleagues still feel fear and anxiety sharing something with their teams or speaking up when they see something they disagree with. This can be a type of behaviour from other colleagues, even customers, bullying, reports of toxic workplace culture, or even concerns about their mental health.
WorkInConfidence is an industry-leading provider of tools and platforms that enable transparent, engaging dialogue through surveys, feedback programmes and methods that encourage employees to speak up – it is why it is the preferred choice of thousands of Britons and their organisations.
Despite the ideas listed for encouraging a more collaborative and successful engagement, many colleagues still feel fear and anxiety sharing something with their teams or speaking up when they see something they disagree with. This can be a type of behaviour from other colleagues, even customers, bullying, reports of toxic workplace culture, or even concerns about their mental health.
WorkInConfidence is an industry-leading provider of tools and platforms that enable transparent, engaging dialogue through surveys, feedback programmes and methods that encourage employees to speak up – it is why it is the preferred choice of thousands of Britons and their organisations.
Have a voice
The most successful organisations have a voice and encourage their employees to have one too. Make your organisation a leader in open and honest dialogue who take feedback from their staff and customers seriously and enjoy a successful, productive, and engaging 2022.
A safe and secure way for your people to anonymously raise concerns via phone, tablet, or PC, ensuring you are aware of any workplace issues and can respond quickly and accordingly
A secure online place to record, track, update, and report on all speaking up matters, whether raised through WorkInConfidence or directly.
Easily set up, run and interpret surveys on engagement, respect, wellness or other topics to ensure you always understand your people, their needs and motivations.
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