Coffee mugs, gift cards, gift baskets, heartfelt cards, bottles of wine — these are all pleasant surprises to receive from the boss. I’ve given the whole range of gifts to my team, and this year I will try to come up with something new to put a smile on their faces, as I always do. But there are better gifts. There are gifts that will make your team smile when there isn’t an occasion, when times are tough, and when no one is looking. Let’s talk about those.

1. Both of your ears. For so many people, it is overwhelming to approach the boss and ask them for their most precious commodity — time. So when they do, let them talk — and more importantly, listen. When someone from your team asks if you have a minute, be honest. If you don’t in that moment, make time when you do and give them your complete attention. Be up front if there is a reason you must multitask and ask if this is okay. Remember that you are their sounding board, coach, manager and, in many cases, mentor. And also remember that employees are your number one asset, as well as complex individuals experiencing a range of things both in and out of the workplace. Be someone they can count on to listen. Be someone that will show them that their thoughts, ideas, concerns, and contributions matter.

2. Regular, honest feedback. Don’t leave people in the dark between performance reviews. Employees flourish when their course is corrected throughout the year and completely rerouted when appropriate. If a project is submitted to you and there are changes to be made, show your teammate those corrections and explain how to be more successful next time. While it may be faster in the short-term to do things yourself, this is shortsighted and limits growth. If you start to notice inconsistencies or gaps in work performance, address them constructively and immediately. Most employees want nothing more than to do well in their career, coaching gives each of them that opportunity. And this may be a given, but praise, praise, praise accomplishments and good quality work. Too much research out there suggests that this type of recognition improves engagement and retention for anyone to skip it.

3. Accountability. As a highly sought after quality in employees, accountability is a word nestled in reviews, job descriptions, mission statements and more. But do you allow your employees to hold you accountable? We are all so damn busy. Things get forgotten, deadlines get pushed, meetings rescheduled. But sometimes, things fall entirely though the cracks and we drop the ball. Hey, we’re humans, right? And sometimes, we are in a rush or having a crappy day and perhaps our tone or approach leaves something to be desired for the other party. Again, we are humans. But how comfortable would your team be with approaching you with some tough feedback? Would they proactively discuss with you an action item you promised and failed to deliver? Would they pull you aside to discuss the way you spoke to them if it struck a nerve? And if they did, would you apologize and correct? Accountability is an admirable quality in a worker at any level, and we should all do our best to model it at all times. Be human enough to admit your mistakes. Be humble enough to say you are sorry. Be responsible enough to fix it. And make sure that your team knows that their feedback and communication will always be met with open ears and mind. If this is the case, you can expect the very same in return.

4. Training and Resources. I know, I know, I’ve already written an entire blog about this very topic. But I can’t say it enough — employees need to have the right training and resources to succeed and to stay. Peer shadowing, reference guides, standard operating procedures, video tutorials, or even professional training and certifications are things that can set you apart from the company trying to recruit them. Give people the ability to solve problems and enhance their knowledge and performance in a self-guided way. If one employee really shines, give them the ability to create a resource for others. Make it easy for your people to flourish and develop, and they will. You don’t need a big budget or unlimited time to do these things. Build a library of knowledge as you go and direct people to it. Have you ever seen Field of Dreams?

5. Support. If someone on your team has a great idea, vet it and support it. Invite them to a meeting they don’t usually attend and let them present it. Show them that while not all ideas can be tackled immediately, they can all be heard and you, as their manager, will support their growth. If someone is having a rough patch personally or professionally, ask them what they need to feel supported. Maybe it’s encouragement to take time off. Maybe it’s additional training. Maybe it’s simply to get something off their chest. But it’s something; even if it’s as simple as you noticing, you can make a difference. If someone is hoping to switch teams or go for a promotion, support them. Help them understand what it will take to get there and what it will mean if they do. Try your best to be aware of the needs of your team and always be ready to receive whatever comes your way.

This year has been nothing short of turbulent. We’ve all had some incredible highs and lows. But this blog has been a wonderful outlet for me, and you have all been amazing sounding boards. I hope that this holiday season is the best ever until the next for each of you. And I am thankful and honored for the opportunity to share my opinions and experiences with so many professionals who engage and add perspective. Cheers to you and yours, see you in 2023!

Top 5 gifts to give your employees this holiday season

Join for free* to continue reading.