New Year's resolutions – those earnest commitments we make to ourselves with the chiming of the midnight bell, often find themselves lost in the whirlwind of everyday life by January 2nd. This common scenario of unfulfilled promises and forgotten plans is less about the resolutions themselves and more about the approach we take in setting these goals. The pitfalls typically include vague objectives, overly ambitious targets, insufficient accountability measures, and inadequate follow-through. It’s these aspects of goal-setting that need refining, not the concept of resolutions themselves, to make success more attainable and meaningful.
January 2nd marks the return of employees to their workspaces, both physically and virtually, after a well-deserved holiday break. They're faced with the daunting task of reconnecting with their professional roles, diving back into ongoing projects, and reigniting the work pace that was put on hold. Nostalgia for the recent holiday period—free from early morning meetings and pressing deadlines, filled instead with the leisure of champagne, irish coffees and eggnog—lingers in the air.
This period of transition holds significant importance for organizations; it presents a prime opportunity to reconnect with employees, set fresh standards, move away from counterproductive practices, and embark on the new year with renewed energy and a positive outlook. The post-New Year return to work provides a distinctive chance to redefine professional norms. It’s a breath of fresh air, marking a moment when everything starts anew, providing an opportunity for both personal and professional rejuvenation and recalibration.
The Fresh Start Effect
The commencement of the New Year presents an opportune moment for individual, team, and organizational goal setting, serving as a catalyst for starting off on the right foot. The "Fresh Start Effect" is a concept in psychology and behavioral economics that describes how people are more motivated to pursue personal goals or make significant changes in their lives around temporal landmarks. These landmarks can be the start of a new year, a birthday, the beginning of a week, month, or even following major life events. The idea is that these time points create a psychological sense of a new beginning, making it easier for individuals to leave past setbacks or unproductive patterns behind and start fresh.
Key Aspects of the Fresh Start Effect Include:
Temporal Landmarks: These are specific points in time that people naturally associate with new beginnings. The most common example is the New Year.
Motivation for Change: The Fresh Start Effect increases individuals' motivation to pursue goals or make changes. This is partly because these temporal landmarks help to mentally separate an individual's past, less successful self from their current, more aspirational self.
Goal Initiation: Temporal landmarks often lead to goal initiation. People use these moments to initiate behaviors that are aligned with their personal values or long-term objectives. Research indicates that clear goal setting is linked to higher motivation and job performance. The start of a new year is a natural time for setting goals, and employees might be more receptive to this process after a break, as they return with renewed energy and focus
Psychological Distance from Past Setbacks: These landmarks provide a sense of psychological distance from past failures. The idea of a “new beginning” allows individuals to reframe their identity and abilities, focusing more on future potential than past shortcomings.
Increased Self-Effectiveness: During these periods, people often feel more confident in their ability to change and achieve goals. This heightened sense of self-effectiveness can be a powerful motivator.
Improved Engagement and Productivity: According to McKinsey, setting clear goals and expectations, which can be effectively done at the start of the year, is crucial for employee engagement. Engaged employees are more productive, which benefits the organization as a whole.
Boost in Morale and Collaboration: Setting team and organizational goals at the beginning of the year can boost morale and encourage collaboration. Team-based goal setting can enhance performance, especially when teams collaboratively set and agree upon these goals.
Kicking Off the New Year
Individually, employees can leverage this time to align their personal ambitions with professional growth, setting specific, achievable objectives that contribute to their career trajectory and personal fulfillment. What did they enjoy doing? What surprised them? What would they like to do more of?
For teams, the New Year is a chance to foster a sense of unity and shared purpose by collaboratively establishing goals that are both challenging and attainable, enhancing team cohesion and driving collective performance. Where were the major breakdowns in communication? How can team efficiency be improved? Where does the team need more support?
At an organizational level, this period is ideal for reevaluating and setting strategic goals that reflect both the company's vision, ideal culture and the evolving market dynamics. What are the main bottlenecks? How can the organization improve transparency and open communication?
By clearly articulating these goals and ensuring they are well-communicated across all levels, organizations can ensure a synchronized effort towards common objectives, ultimately fostering a culture of growth, innovation, and sustained success. This holistic approach to goal setting at the beginning of the year not only revitalizes the workforce but also sets a solid foundation for the achievements and milestones that lie ahead in the year. Research indicates that leveraging The Fresh Start Effect at the New Year for goal setting proves to be an effective strategy for establishing goals that are more likely to be sustained and achieved.
Setting SMART Goals
Step 1: Specific - Clearly define what you want to achieve in your role. Identify the key areas that are most important for your performance and the success of the organization.
Step 2: Measurable - Set goals that can be quantified or measured in some way. This will help you track your progress and know when you have achieved your goal. Keep in mind this doesn't necessarily mean measured monetarily or simply by the numbers.
Step 3: Achievable - Ensure that your goals are realistic and attainable within your resources and time frame. Consider any potential obstacles and determine if the goal is within reach.
Step 4: Relevant - Align your goals with the overall objectives of your team and organization. Ensure that your goals are meaningful and will contribute to the success of the organization, as well as your own professional development.
Step 5: Time-bound - Set a date for achieving your goals. This will create a sense of urgency and help you stay focused on making progress. When applicable, adding in milestone steps along the way can help individuals, teams and orgs stay on track to meet their deadlines.
Step 6: Follow-up - Regularly review your progress towards your goals. Make adjustments as necessary and seek feedback from your manager or team members.
By following these steps and using the SMART criteria, you can ensure that your workplace goals are clear, specific, achievable, and have a follow-up plan in place to track your progress.
This period of transition, ripe with the promise of new beginnings, offers an unparalleled chance to reinvigorate the workplace. By harnessing the fresh start effect, setting clear and collaborative goals, and addressing lingering inefficiencies and communication gaps, businesses can capitalize on the renewed energy and focus that comes with the turn of the year. This strategic approach to the New Year is not just about setting resolutions but about creating a sustainable momentum that drives personal fulfillment, team synergy, and organizational success. Research underscores the effectiveness of this timing, suggesting that goals set now are not just more likely to stick, but also to flourish. As we step into this new chapter, it's time to embrace the challenges and opportunities that lie ahead, ensuring that the year to come is marked by growth, innovation, and continued achievement.
Sources
McKinsey & Company. (n.d.). How effective goal-setting motivates employees. Retrieved from https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/how-effective-goal-setting-motivates-employees
Miller Perkins, K. (2023, December 30). Embrace Fresh Starts: Personal and Professional New Beginnings. Forbes. Retrieved from https://www.forbes.com/sites/kathymillerperkins/2023/12/30/embrace-fresh-starts-personal-and-professional-new-beginnings/?sh=4de71aff658c
NDDCEL Staff. (n.d.). The Science of Setting Goals: What Works and What Backfires. Notre Dame Deloitte Center for Ethical Leadership, University of Notre Dame. Retrieved from https://ethicalleadership.nd.edu/news/getting-goals-right/
Powered by AI & the LinkedIn Community (2023). How Can You Use Goal Setting to Improve Your Teams. LinkedIn. Retrieved from https://www.linkedin.com/advice/3/how-can-you-use-goal-setting-improve-your-teams
