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How to Set New Year’s Resolutions in an HR Role

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    It’s that time of year – your Facebook feed is starting to
    fill up with people talking about the New Year’s resolutions they’re going to
    crush this year. The age-old question remains: how long will they last? Gym
    memberships spike in January and start to fall off in February and March. Too
    often, we set goals that sound great and admirable, but they are so lofty and
    undefined that we look back a month later and say, “I’m not even close, so I’m
    giving up.” Here are five tips for setting New Year’s resolutions in an HR role
    without setting yourself up for frustration.

    Make your goals fix something

    First and foremost: resolutions have to be relevant. They
    have to fix something. Setting vague goals is a surefire way to be frustrated
    in February. If your resolution is to “exercise more,” you haven’t given
    yourself a clear way to measure your progress down the road. Broad, undefined
    goals are fleeting, changing like emotions. If your resolution is to learn a
    new skill, break that down into tasks, like completing a class and reading a
    certain number of articles and books on the subject. Create a step-by-step
    process for each accomplishment you want to achieve. When you reflect back in a
    couple months, you’ll have a sense of accomplishment that you are proactively
    completing actions that are bringing you closer to your goal.

    Get on the same page with leadership for your goals

    You have HR initiatives that you’re trying to achieve. If
    you don’t get input and support from leadership, you’re fighting an uphill
    battle. Communicate the initiatives you want to get done in the next year and
    the actions that need to happen to achieve those initiatives. Make sure you’ve
    done all the critical thinking and have an action plan created before your
    meeting with leadership.

    Make your goals project-based

    Re-writing your handbook is a project, not a goal. The goal
    in handbook revision is to give all your employees a clear definition of
    company policy and make the workplace better for them. Improving the workplace
    is a company-wide goal, so giving that entire responsibility to yourself will
    lead to frustration. When you treat handbook revision as a project, you will be
    able to think through the action items that need to be completed.

    Separate day-to-day operational goals from future
    operational goals.

    Think of two separate buckets: one for goals that deal with day-to-day tasks and one for goals that can be achieved months from now. It’s easy to get stuck in the day-to-day operations and not see six months down the road. If you get lost in the woods, you have to climb a tree to get above the noise and see where you need to go. In the same way, look ahead to what you want to get done over the next few months. Otherwise, you’ll get bogged down and frustrated in day-to-day tasks.

    Don’t forget to include accountability and rewards

    Finally, talk to a coworker about keeping each other
    accountable for your new year goals. Not only will you have someone to keep you
    on pace, you’ll be able to specifically encourage each other as you make
    progress. Set rewards for yourself as you complete actions on your list. Don’t
    wait for the three month mark before treating yourself. Give yourself credit
    for every bit of progress you make. Perfection is unattainable, but progress
    calls for celebration. And if it’s your thing, join everyone else on Facebook
    to brag about crushing your resolutions.

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    AUTHOR

    Greg Henderson

    Greg Henderson

    Greg brings over 20 years of military experience and operational knowledge into working first-hand with his clients as the HRO Manager at Whirks.