For many of the leaders I work with, the start of Q4 is the time to ramp up to a big finish at the end of the year. But Q4 can be challenging: holidays are on the horizon, curtailing productivity, and people start to wind down for the year. So how can you get the most out of your team before 2018 ends? Here are three things you can be doing from a strategy point of view to help finish Q4 with a bang:
Evaluate communication strategies
To remain agile, execute fast and keep everyone on the same page, you need to be able to communicate in the same language. Whether that’s achieved through a digital communications tool, an organizational communication style or training in conflict resolution, it’s incredibly helpful to talk about talking – how peers talk to each other, how managers give feedback and how mid-management staff communicate with executive leadership.
Instead of relying on habit and assumption, leaders can choose to take the bull by the horns and make sure their team’s communication are hitting all the right notes.
Engage your employees
According to a recent Gallup poll, only 31% of US and Canadian workers were engaged in their jobs – the latest in a long line of reports with similar findings. This costs organizations untold billions in lost revenue in terms of productivity and employee churn.
Introducing an innovative employee engagement strategy might feel like a big ask at this point in the year, yet even a small increase in employee engagement levels can have big ramifications for productivity and profitability.
Ways to improve engagement to boost productivity include:
- Helping employees see the big picture of the organization’s work and their role within it so they feel like they’re contributing to something bigger than themselves and making a difference
- Incentivize higher performance with recognition, both formal and informal – this is one of the best ways to motivate employees
- Offering personalized benefits that meet the individual’s needs
- Improving team morale by introducing play into the workplace
However, in order to do this effectively it’s important to really get to know your team and meet their needs in a personalized way.
Get into the people analytics data
According to John Bersin of Bersin by Deloitte, people analytics first took off in a big way in 2011 – but in a matter of years we may be seeing entire departments of people analysts in bigger firms, purely crunching the data about efficiency, productivity, engagement, retention and turnover and trying to anticipate roadblocks before they arise.
In Sean Graber’s article in the Harvard Business Review recently, he demonstrates how important it is to gather information about people’s behaviour and perceptions and work in order to understand how they impact performance.
One essential element of people analytics that I help leaders understand is their own and their employees’ motivations. Using a revolutionary new tool called Fingerprint for Success, people complete a comprehensive assessment that reveals their hidden motivations and preferences in the workplace. This knowledge allows leaders to motivate and develop their teams in a personalized and highly effective way.
If you need to amp up your team’s productivity to finish the year off on a high, get in touch on firstname.lastname@example.org to find out how I can help.