Beat the winter trap of declining employee engagement

It may be the favourite time of year for many of us – but regardless of how much we may like to batten down the hatches and enjoy the raw beauty of the season, one thing is for sure: employee morale declines in the winter months.

The reality of winter is that it’s an emotional roller coaster where the highs of the holiday season are in stark contrast to that jolting back to work feeling where the dark nights and cold temperatures seem a very long way away from spring and summer.

But you’re not alone. Many studies show that January and February are the least productive months of the working year.

So, how do teams regain their motivation, and what can you do to accelerate that process?

Celebrate corporate achievements to make staff remember they’re part of something successful and good

Revisiting 2022’s accomplishments can improve employee motivation in January and February. By looking back and reaffirming your own and others' efforts you allow your teams to recognise where they've been and where they want to go next.

Making people feel valued for their work can inspire them to create and act on big goals.

It pays to make a game plan with your team. Given that data suggests the majority of people want more input into their personal goals and those of the organisation, why not set aside extra time to meet with each employee one-on-one to ensure everyone is heard and plays an active party in setting future direction?

Holding meaningful conversations around Improving existing processes, products or services – or launching a new ones – is a proven and effective way to boost employees’ sense of worth and place.

Include leaders in morale-boosting initiatives

It's okay if your leadership doesn't feel energised in the New Year – they’re just as human as the people they work with.

Many executives look to reduce meetings or replace them with virtual messages, but while reducing the number of meetings is a valid and useful goal, the reality is that fewer meetings often result in longer meetings – something that the majority of staff resent.

Research suggests most employees would value one day in each working week where there are no calls or meetings. Indeed, many organisations had declared specific days meeting- and call-free, whilst maintaining ‘normal’ meeting protocols on the other four days.

Efficient time management is key to reducing employee burnout, and getting things done.

Not all meetings are bad, and you may need a 15-minute huddle every other day to boost motivation and communication.

Think outside usual organisational habits

The goal is to consider measures that are perhaps outside the scope of normal working practice – those value-added events and activities that stand out as being something different, fun, and rewarding.

Regular events or themes that most employees think unnecessary diminish morale. A useful exercise to assess what’s working and what isn’t is to ask employees what they can do more and less of to boost productivity and job happiness.

Try a new time management tool, design an online process to track what's important, or create an accountability audit and follow it.

Mentor new hires.

This time of year is a popular one for recruitment. The end of the calendar year is a popular time to either move on to new challenges or retire, so focusing on your onboarding processes can drive change that offers a great welcoming experience for new people.

Pairing a new team member with a long- serving employee is not just an opportunity to motivate and inspire the new hire, but also re-engage the veteran employee through some added responsibility.

This could lead to new friendships, and it's encouraging to see how many qualified people your company attracts. By entrusting your employees to teach others, you may promote their own growth and leadership.

Combine team and personal goals

Do your policies and processes embrace both professional and personal goals? This may be paying off student loans, buying a home, or starting a family – and these aspirations are inevitably intertwined with professional ambition.

Employees want to interact and be heard and want to be made to feel that they are more than just data on a spreadsheet.

Start a company-wide or team project in the first three months of the year

The beginning of the year is the best time to launch a quarter- or half-year-long team project because it brings focus at a time when it would otherwise be lacking.

But be careful. Setting too big a target can overwhelm people so set acceptable and achievable goals and prioritise what you can do whilst at the same time keeping communication channels open for updates and changes.

If you’d like to know how Constantia Consulting can help you to maintain employee engagement, focus and morale in the winter months, please get in touch – we’d love to talk to you.