This blog series is to help employees make 2017 the best year yet. We spend 30% of our lives at work – this checklist will help employees get the most of their time and develop the skills that can turn jobs into something meaningful. If you missed it, check out our posts on embracing a growth mindset, proactively engaging your manager and expanding your feedback circle.
2017 Employee Checklist
Business is in a constant state of motion. New products are developed, new partnerships are formed and consumer trends are, well, trendy. For a company to be successful, it must constantly evolve and be innovative to its core. Employees must have the same mindset for their own work as well.
If the first three posts in this series were to give employees the tools to raise the bar on their own achievements in 2017, this post will help them become the best versions of themselves yet. Here are three key pieces of advice to bring it all together.
Consistency is key.
Embracing a growth mindset, forging a better employee-manager relationship and asking for feedback aren’t tasks to be checked off a to-do list. They should remain at the top until the day an employee retires.
Something can be learned at each stage of an employee’s career, whether it’s at entry level or from the corner office. One important trait of rising employees is the ability to recognize both their shortcomings and their potential. The same is true a great CEO. All aspects of a company – from its employees and culture to its products and services – are always evolving. To stay on top, everyone – even the CEO — must set new goals and gather feedback from all areas of the organization.
Failure and success are equally important.
While it’s a cliché to say that we all learn from our mistakes, it’s never been truer than in the context of not achieving professional goals. Employees should embrace failures as opportunities to re-examine both the goal itself and the path to get there. They may discover that there’s a better way to achieve their goals or that they should be after a different outcome entirely.
Employees often forget to go through the same reflective process when they achieve their goals. For example, an employee may set a goal to be promoted to their team’s director. As part of that process, they set a goal to become a manager on the team. After achieving it, they actually discover that they are miserable in that position and prefer to be more of a contributor to the team than leading its team members. If they take the time to process their successes, they’ll discover at this step that they need to adapt their original goal.
It’s okay to for the path to a dream career to look a bit jagged. That just means you’ve tried and failed, pushed yourself and grown along the way.
Acknowledging good work and little wins along the way serve as motivation to continue working toward larger, more long-term goals. Even some failures should be acknowledged – it means employees have stretched themselves instead of taking the safe and easy route. And, if failures are treated as opportunities for growth, they also mean employees have re-set their course and reprioritized their goals.
A key component of celebrating successes is to do so in a public way. Utilizing the power of the crowd to encourage and drive performance can be a great way to motivate and establish a strong between employees at the same time.
Want to have your best year yet? Put these initiatives at the top of your to-do list, and leave them there each day.
- Stretch yourself to make your goals count.
- Create a better, lasting relationship with your manager.
- Continuously gather feedback more broadly across your organization.
- Keep changing, growing and adapting your plans.