Below, BairesDev offers some tips for concentrating on the last one. While you shouldn’t rush to initiate a big staff turnover, giving everyone the opportunity to evaluate whether they’re still a good fit for the company can allow those who are ready for a change to depart with no hard feelings. And hiring new employees can bring in fresh ideas.
Look Back on the Past Year
Find a good venue for your workers to reflect country wise email marketing list on everything that’s happened in the past year. It could be a staff meeting (virtual or otherwise), a survey, or a discussion board. The point is to see the big picture, including achievements, disappointments, and challenges. Ask the following questions:
- What’s the same as it was in 2019? What’s different?
- What do we like and not like about the company now?
- What were our challenges at the beginning of 2020 and how did we face them together?
- What elements of those changes do we want to keep? Which ones do we want to release?
- What initiatives were put on the back burner? Are they still important?
- What new initiatives do we need?
- What are customers saying about what they need?
- What’s the most important thing we should take on right now? One year from now? Five years from now?
Make a Productivity Plan
Using the results of the year review there will be times when you’ll have to prioritize described in the previous section, create goals and prioritize them based on importance to get the company to a better place. For each goal, develop steps needed to achieve it.
Then, consider what staff you’ll need to complete those steps. This is the first stage of evaluating your staffing overall. Be sure to include employees in this discussion, especially those in departments and on teams that would be responsible for the steps you’ve identified.
Take Stock of Employee Morale
Now comes the hard part: asking employees sale leads if they still want to be part of the plan. This process isn’t meant to be confrontational, as in, “Either you’re with us or you’re against us.” Rather, it’s meant to prompt workers to take a close look at their own circumstances and needs and how those things have changed in the last year.
For example, you may have decided to reduce remote work options while some of your team members who have been working from home might now feel it’s a must for their personal situation. They may not even realize this notion, given how many other things they’ve been struggling with in recent months.