5 Ways to End the Year Strong

by Dec 2, 2020

Crazy that we’re already talking about the end of the year. Good riddance, 2020! But it ain’t over, so you still have time to finish big.

The journey through a year is often a tapestry woven with myriad experiences, challenges, victories, and lessons. Some moments may stand out vividly—a successful project, personal growth, moments of joy and connection—while others might fade into the background. Yet, each of these fragments contributes to the mosaic that shapes our lives.

Whether you’re striving to meet your personal objectives, professional targets, or simply aiming to end the year feeling accomplished, these five strategies will empower you to finish strong and set the stage for an incredible start to the upcoming year.

End the Year Strong

Here are 5 options we thought you should consider:

Provide awesome harassment prevention training.

California employers know the deadline is Jan 1, 2021, but for those of you outside of the great golden state, it’s still an important endeavor.
Unfortunately, many organizations see this training as a check the box, cover your you-know-what, program. What a waste! You’ve got your workforce’s attention, so take advantage. Instead of ramming the technical definition of harassment down people’s throats, how about some information about creating a respectful work culture?
Take our short assessment to see if your current harassment prevention training delivers maximum impact on your culture. If it doesn’t, you know who to call. (Ahem, Civility Partners.)

Build company culture initiatives into your 2021 budget.

Every year we see organizations fail to allot resources towards culture initiatives. Get ahead of the curve and fight for funds to revamp the onboarding program, make room for self-care, or provide allyship training to employees – whatever your organization can do to keep the culture positive.
Here’s an old blog we wrote about what your budget says to employees. Keep in mind what you budget for, and don’t budget for, sends a big message.

Speaking of, we also recommend hiring a leader focused on diversity and inclusion. 

Glassdoor found that when COVID hit, diversity and inclusion leaders were among the first to go. When #BLM happened, all of a sudden these positions made a serious comeback.
That type of flip flopping sends an ugly message to employees. You can’t have it both ways – either your organization cares about diversity and inclusion or it doesn’t. So hire that leader and keep them on in tough times.

Recognize employees for their hard work this year.

I’m not talking about giving everyone a bonus (though I’m sure they would appreciate a little moola for their hard work!), I’m talking about genuine and tailored appreciation for their resilience and dedication.
Give working parents an extra day off over the holidays, for example, or send each employee a handwritten thank you card. The more creative you get, the better.

Check in with employees via a climate assessment.

Employees have been through a lot this year, there’s no denying it. See how they are doing, and allow them to provide anonymous feedback on how the organization has responded to the events of 2020. There may be some things they aren’t telling you, or they may have some ideas on things the organization could be doing better.
Make the rest of 2020 stellar!
The Civility Partners Team

Many organizations ignore employee engagement because it feels elusive and expensive. Rather than getting caught up in the fear and doing nothing, download our eBook on employee engagement, and get started.


About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

3 Savvy Ways to Spend Your Budget Surplus

It’s halfway through the year, and for some companies, the fiscal year is wrapping up, leaving them with an unexpected budget surplus.  While it might be tempting to funnel these extra funds into new equipment or throw after-hours parties, there's a more strategic...

Implicit Bias Training That Works

A significant barrier to achieving a diverse and inclusive workforce is implicit bias. Implicit bias occurs when, for instance, you hear the word "engineer" and immediately assume it is a man, or hear "teacher" and assume it is a woman. Have you ever been guilty of...

Over 50% of Workers Now Value Balance and Belonging Over Climbing the Corporate Ladder

Yesterday, I came across research by Randstad and it really got me thinking about how much the workplace landscape is changing. This study included insights from 27,000 workers worldwide and what really caught my attention was that nearly half of the respondents—47%,...

Your Culture Matters as Much as Your Legal Compliance

Legal compliance serves as the bedrock of any organization. While it lays the foundation, a positive workplace culture breathes life into your organization. A strong, supportive culture fosters employee engagement, boosts morale, and enhances productivity.  This...

How We Create Respectful Work Cultures

For the past 15 years, we have been dedicated to transforming toxic workplace cultures and fostering positive environments through executive coaching, corporate training, and large-scale culture change projects. We’ve serviced over 250 clients and their thousands of...

42% of employees would QUIT over political disagreements

Is it appropriate to restrict employees from expressing their political views at work? On the one hand, you want people to feel free to express themselves. But then, you don't want those water cooler chats to turn into full-blown political showdowns. According to a...

Why Retaining Top Talent is More Difficult Than Ever

Finding and keeping great employees can be tough for companies all over. With changes in employee expectations, advancements in technology, and shifts in the job market, it's a real challenge. In 2019, a whopping 42 million U.S. workers alone said "so long" to their...

Can Your Corporate Culture Influence Workplace Violence?

Workplace violence is a serious concern for organizations worldwide. While there are many reasons why it happens, one thing that doesn't get enough attention is the company culture itself. How people act and treat each other at work can make violence more or less...

How to Utilize Culture Surveys for Cultural Change

Surveys are a wonderful resource for measuring the success of culture change. Many clients approach us with the awareness of a cultural problem…but an inability to identify the cause. And that’s where we step in, often using survey scores as an identifier.  Let’s take...

Microaggressions Can Become Part of an Organization’s Culture. Here’s Why

We're talking a lot about making sure everyone feels included and respected in the workplace. But sometimes, it's not the big, obvious stuff that makes people feel excluded and disrespected - it's the little things. We have likely all experienced situations where...