I'm hopeful that the look ahead to 2025 for you has some beautiful elements of a fresh start, even if unknown futures can make it challenging to lead through times like these. I hope today's 4 tips provide value to your leadership. Let's get to your Monthly Management Memo - as always with something bold, something new, something borrowed, and something to pursue.
Something Bold - Change up your check-in schedule A big theme this year for the companies I've been working with is being more intentional about how overbooked managers meet with their direct reports. It's common to apply the same approach to every person on your team - perhaps a 1-hour weekly check-in with each person. But you can be more intentional than that. Consider these changes:
Are there some staff that don't need a weekly meeting? Make it bi-weekly (first ask for their perspective).
Do you also need to build in occasional (perhaps quarterly) "skip-level" check-ins to get some face time with the direct reports a few layers below you on the org chart?
Could you meet every week with someone, except skip the third week of the month, to give both of you some time back in your schedule?
Do you prefer spreading check-ins out over the week, or would it be better to do a straight afternoon and get them all done in the same time block to free up no-meeting blocks on other days? (I strongly prefer the latter, personally)
Could you meet for half the time with some of your staff?
Are there a few staff members you could meet with in a group once a month instead of individually?
Are there teammates you should meet with more often than weekly? For example, an executive assistant and an executive might need to meet many more times weekly for quick check-ins.
Could one meeting a month be a coffee meeting instead of over Zoom?
Could one meeting per month be noted in a recurring way as a walking meeting?
Something New - Start a document with notes about your team's favorites A strategy that I've been using for over a decade that has served me and my team well is to keep a private document with little notes that I learn about them throughout our work together - like their nickname in college, their hometown, their favorite drink to get at a coffee shop, their favorite candy, etc. It helps when trying to appreciate folks to have those little nuggets. I have also been known to sneakily design an ice-breaker question to gather data for a surprise - like asking everyone their favorite childhood cereal and then delivering a box to their porch during the pandemic or "What's your celebration food?" and then gifting it to them after a big work project finishes. Start a document today - in the future, you will appreciate the breadcrumbs you leave now.
Something Borrowed - Big Study on Worker Happiness This study showed a significant positive impact (similar to the impact of doubling their household income) for employees who said they had a "partner" relationship with their manager instead of a traditional "boss" relationship. The article ends with 7 suggestions for how to be more of a "partner boss".
Something to Pursue - Send this email to your team Encouraging your team to take paid time off is a key part of leading a sustainable team. Feel free to copy/paste any of my language here and modify it for your team. For bonus points, insert a personalized note about how much paid time off this person has accrued but not yet used.
"Dear Team,
Your paid time off is a benefit meant to be used. Taking breaks isn't a luxury—it's essential for your well-being and our team's success.
I suggest you do the following this week as we look ahead to 2025:
- Check your PTO balance
- Plan at least one meaningful break next year
- Fully disconnect when you're away
Taking care of yourself helps you do your best work. Don't let unused vacation days go to waste.
Let's prioritize your rest and renewal."
Let me know if any of these ideas are helpful - it's so fun to hear from you all.
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