• January 2, 2024

December 29, 2023 | Kathy Gurchiek

When the clock strikes midnight on Jan. 1, 2024, will you have some goals in mind for the new year?

 
If you want inspiration for workplace-related New Year’s resolutions, SHRM Online collected the following from HR professionals and others in the field. Responses in some cases have been edited for length and clarity.

Create Connection

“For 2024, my biggest HR resolution centers around deepening human connectivity within the workplace. Undeniably, the aftermath from the pandemic has caused long-term effects, and with a fully remote team—especially at a startup—one can feel disconnected and isolated. It is not just about increasing employee engagement, but rather reminding folks that behind each Zoom virtual box is an actual human.
“To achieve this goal, I’m planning to introduce initiatives that facilitate virtual face-to-face interactions via various platforms. Team-building exercises, mentorship programs and regular check-ins will be key components in fostering stronger connections. Additionally, open communication channels will play a pivotal role in encouraging meaningful conversations and diverse perspectives, creating an inclusive and supportive environment where individuals feel more connected to the greater organization.”
—Natasha Patel, head of people operations at New York City-based Yuvo Health

Promote Harmony, Empathy, Feedback

“My resolution for 2024 is about creating a harmonious blend of technology and empathy in our workplace. It’s about recognizing that while digital tools are invaluable, the heart of a successful organization lies in its people and their connections.
“I would also plan to strengthen our feedback mechanisms. Constructive feedback is a cornerstone of professional growth, yet it’s often a challenging area in many organizations.
My goal is to cultivate an environment where feedback is not only frequent and honest but also delivered with empathy and a genuine intent to support growth. This involves training our leaders and managers in the art of empathetic communication, ensuring that feedback sessions are productive and encouraging.”
—Kateryna Popova, HR consultant for Krakow, Poland-based PRM

Create Clarity, Improve Communication

“My workplace resolution for 2024 is all about creating more clarity so each employee understands how they directly contribute to the organization’s success and why their work matters. One thing we’ve put into place so far to support this goal is a new performance tool. This system helps us to ladder company-level objectives and key results down to departments and then to employees.
“What I’m also thinking about for the new year is ways that we can improve cascading messages from an internal communications perspective, … finding new and innovative ways to engage and reach our employees with important communications.”
—Danielle Tabor, SHRM-SCP, chief people officer at Los Angeles-based Emburse

Promote EAP Use

“My main workplace resolution within our firm will be to increase focus on employee well-being. With burnout on the rise among legal professionals, I’m making mental health, work/life balance and overall employee wellness high priorities for 2024.
“I plan to raise awareness of any employee assistance programs [EAPs], encourage staff to utilize available wellness resources, and pilot new health benefits that support our attorneys’ and legal teams’ ability to manage stress.”
—Brittany L. Truszkowski, chief operating officer for Gale, Angelo, Johnson & Patrick P.C., headquartered in Roseville, Calif.

Boost Engagement, Well-Being

“My goal is to boost employee engagement and well-being. Recognizing that a content and healthy team is key to heightened productivity and creativity, we’re set to introduce more adaptable work schedules, extensive wellness programs and cultivate an atmosphere of transparent communication.”
—Jerica Fernes, head of HR and vendor management at Tomedes Translation Co., headquartered in Tel Aviv, Israel

Foster Growth

“My HR resolution is fostering a culture of continuous growth. I’m prioritizing personalized development plans to empower employees, ensuring they have the tools to thrive. By championing open communication, we’ll strengthen team bonds and address concerns promptly. Embracing diversity and inclusion initiatives is nonnegotiable. Ultimately, my focus is on making our company a hub of innovation, where employees feel valued and inspired. This resolution isn’t just about policies; it’s a commitment to building a dynamic, supportive work environment that propels both individuals and the organization forward.”
—Bill Achola, HR consultant based in Kenya

Integrate the Remote Filipino Workforce

“My resolution … is to enhance the integration of our remote Filipino workforce with our global clients. This goes beyond the traditional role of HR but is crucial in the increasingly borderless world of work. … fostering a deeper cultural understanding and alignment between clients and their outsourced teams can significantly improve productivity, job satisfaction and overall business outcomes.
“[The] focus will be on implementing programs that encourage cultural exchange, provide robust training on intercultural competence, and leverage technology to bridge communication gaps. … Our resolutions aim to transcend traditional HR boundaries, bringing a new depth to global HR management.”
—Clarke Duncan, founder, OutsourcingStaff.ph, an employment firm based in Glasgow, Scotland

Personalize Employee Experiences Through AI

“My New Year’s resolution for 2024 is to integrate artificial intelligence (AI) in personalizing employee experiences. In an era where technology is reshaping the workforce, I believe it’s crucial to harness AI not just for efficiency but to deepen our understanding of individual employee needs and aspirations.
“By leveraging AI, we aim to analyze employee data to tailor personal development plans, wellness programs and even daily work experiences, thereby enhancing job satisfaction and engagement. This initiative will also involve ethical considerations and transparency in data usage to maintain trust and privacy.”
—Miriam Groom, CEO of Mindful Career Inc., based in Montreal

Respond to Job Applicants

“When applicants and job seekers make inquiries or ask for comments regarding how the interview went, I would like to be more receptive to them with my responses. I have come to the realization that it is equally as vital to engage applicants who do not make the cut. As recruiters and hiring managers, we have a tendency to concentrate solely on individuals who are shortlisted or who advance to the next round.”
—Richard Adams, lead researcher at Within Home newsletter

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