Stay in Communication
Yearly reviews can be a serious point of anxiety for many employees.
Encourage your employees whenever you are noticing great work or work that needs improvement.
By letting them know your concerns or providing encouraging insight (without micromanaging their work), they can make adjustments.
If you only hold yearly reviews, they will feel stressed about the potential outcome.
Yearly reviews should only be a summary and never a surprise if you want to reduce anxiety in the workplace.
Encourage End of Day
Really push your employees to step away from the workplace and fully “clock out.”
Even if they are remote or taking work home with them, they need to have a clear distinction between working hours and off-hours.
It can be easy to accidentally blend work and daily life into one ongoing thing.
Without true time off, there is no time to wind down and relax.
Do not contact employees about work on their time off.
Set boundaries in regards to sending emails (which you can always schedule to go out Monday rather than Friday night) or using their personal phone to contact them about work issues.
Whether they are on vacation, at home eating dinner or off for the weekend, protect those times so they can come back to work well-rested and ready to focus.
Promote Health and Nutrition
Offering healthy snacks, mindfulness session breaks and other daily health boosts can really make a positive influence on your employees.
Think long-term and start taking care of workers beyond the basic expectations of workers’ rights.
You can create a culture that is focused, energized and motivated from the inside out.
Set SMART Goals
Always set SMART goals for your team. These are goals that are:
SMART goals are important because they increase clarity, enable success and caps the event.
When you specify exactly what the goal will accomplish, there is no vague guessing at what success means.
Telling your team to “stay productive” doesn’t mean anything.
When you choose a measure for success, you can determine if the attempt was completed or will need adjustment for the future due to failure.
Of course, goals should always be something your employees are able to control and are realistic due to past experience.
It isn’t fair to expect your team to somehow work a miracle just because you set a goal.
Most importantly, set timelines.
You need to know when the big push will end so that you aren’t in a perpetual state of meeting that goal.
Use checkpoints to ensure you are on track to meet the goal.
When that goal ends, celebrate success or the effort given and then reassess to form the next goal.