📓 What's in and out for 2024

Employee-first cultures: There is more than one way to build an employee-first culture. But a good place to start is with knowing what your employees want. January is the perfect time to put out your Q1 survey — and I’ve drafted a questionnaire you can use.

Using all the PTO: Unless you’re planning to cash out on your PTO (we get it) or you’re rolling it over for a future vacation, using the PTO you’ve been granted is as must for your mental health. And if you’re a manager or leader, know that you set the example for employees.

Color coding calendars: I mention this at least once per year, and I’ll probably never stop. This is hands down the easiest way for you to get a quick read on what your week will look like.

Playbooks for everything: In 2024, we’re working smarter, not harder. From the ability to take PTO with peace of mind to onboarding new employees and clients, begin to create playbooks for your processes. Intranets are great for storing content like this, but you can also utilize Dropbox or Google Drive.

Caregiver & family planning support: ICYMI I wrote all about supporting adult care takers here. Fertility benefit programs and parental leave policies can make a significant impact as well. But if you’re looking to start small, talk to employees to see where they need support or form employee resource groups so team members know they’re not alone.

Internal Podcasts: All Hands are great for small teams but they aren’t always the best solution as your company scales. I’ve written about internal podcasts before but found this comprehensive guide. Additionally, if you’re looking for video versus audio, Loom is always a great solution to utilize.

Supporting side hustles: We are multi-hyphenates from the moment we enter the education system (remember playing a team sport while being part of several clubs in school?) but once we’re out in the real world we tend to define ourselves by one thing. While I’m not suggesting employees compromise their role or responsibilities for the sake of a side hustle, employers can consider offering mentorship, networking or even a special development budget, demonstrating a commitment to employee aspirations beyond their current role in the company.

Minimizing DEI: Budgets may be getting cut, but integrating DEI into your workplace doesn’t need to cost money. And I wrote a 12-month playbook all about it.

Ignoring “OOO”: Few things require the need to interrupt an employee who is on vacation and likewise few things should require someone to contact you. But this only works if you’ve put the processes in place so team members can feel confident stepping away from the work.

Gossip & drama: This has never led to anything positive. So just don’t lean into it. 

Toxic leadership: If you’re a leader, invest in a coach, find a mentor or join a community where you can learn best practices. If you’re an individual contributor, find a company where empathetic leadership is a requirement.

Not disclosing salaries in job listings: Imagine if homes for rent and sale excluded the price…

Happy hours: While mocktails help to make these more inclusive to non-drinkers, be mindful that your caretakers and parents may always miss out on these after hours events. Are you willing to compensate them for required team bonding (pay for transportation home, cover childcare, etc.)? If not, don’t underestimate the power of a team lunch complete with catered food, games and music.

Texting vs emailing: Unless it is a company issued phone, texting is for your personal life. Not only do lines become blurred and you leave room for miscommunication, but you’re not establishing healthy boundaries with your accessibility to work.

*Note: this rule can’t apply to every industry but it’s worth evaluating.

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