Don’t you love the beginning of another new year, with a blank calendar full of potential? By now you’ve probably had your fill of articles telling you how to improve your health or organize your home in the coming year. You may have even hit the gym or bought some organizational tools to help you become a better, healthier version of your 2017 self.
Setting personal goals is really important, but have you had much time to think about how to become more effective and efficient at work in 2018? If you haven’t taken a few minutes to set goals for your professional life, we have a few suggestions to help you start the year off on the right foot:
This time of year, there’s an extremely contagious little bug that gets around in crowded places, but it’s especially common in offices. It’s not the cold or flu, but something a little more insidious: employee burnout.
Burnout happens when employees have completely spent their physical, intellectual, and emotional stores, and are still pushed (by themselves, their families, their managers, or any combination of parties) to give more. It’s both easy to catch and really tough to cure.
Since 1919, several allied countries who participated in World War I have observed November 11—the day the armistice that ended the war was signed—as a day to honor the contribution of military veterans. This day was initially called Armistice Day, but within several years, it was renamed Veterans Day in the United States and Remembrance Day (or informally, Poppy Day) in the Commonwealth.
In the U.S., Veterans Day is a federal holiday, meaning all non-essential government offices are closed. Employees who are required to work are generally given another day off, or receive additional compensation for working on a federal holiday. Private employers, however, are not required to provide the day off for their employees; according to a SHRM survey in 2010, only about 21% of private employers planned to give their employees the day off to observe.
Company leaders are (rightly) preoccupied with the buzzy concept of “corporate culture” these days. While highly-funded tech companies provide splashy benefits packages, it can be tough for smaller organizations or companies in traditional industries to even think of how to compete.
But it turns out that wild getaway parties and beer taps aren’t the key to a healthy, thriving company culture. Your employees (particularly millennials and the newly-graduating Generation Z) aren’t looking for what you can give them; they’re looking for how they can help give back.
That’s why one of the strongest ways to improve your engagement and retention rates is also one of the simplest: providing volunteer opportunities in the workplace.
In the past, we’ve written about different performance review methods that companies use, what kinds of questions you should be asking your employees, and what to do with employees whose productivity has stalled out. But there’s one important piece of the performance review puzzle that we haven’t addressed: how to review manager performance.