As 2013 nears, so do resolutions, new starts, hopes and expectations. I find it useful, as a manager, to set manager and team resolutions for the new year. You may already be initiating formal organizational goals and/or measures for the year. Your manager and team resolutions can deal with “soft” goals, equally important to you and your team’s success in 2013. These resolutions can address elements of work such as maintaining morale, personal and professional balance, recognizing team member contributions or taking breaks as a team, for example.
You can discuss 2013 resolutions with your team, asking “What are the areas we can address that are important to our success and are not formally addressed in our organizational goals and measures?” or “What resolutions can we make that will support our team and help us thrive?”. Set a few resolutions together, record them and informally measure progress and impact in 2013 by checking in periodically with your team on how you/they are doing with specific resolutions. A few resolutions could make a positive difference in your team’s satisfaction and performance in 2013.