5 Habits To Adopt As A Manager in the New Year

Most managers start out with the best intentions: to motivate their team and achieve great results. But over time, habits form. Some are fine, but many slip into autopilot without much reflection on whether they're of value.

You might assume there's nothing wrong with your management style because things are ticking along. But the reality is, habits that feel productive on the surface can actually create unnecessary pressure and even burnout. On the flip side, leads to people not working at all and being lazy.

And both have consequences.

Your team becomes reactive instead of proactive. They stop sharing feedback or concerns because they’re afraid of the response. And when stress levels rise (or motivation drops), productivity and creativity take a nosedive.

But it doesn’t have to be that way.

The new year offers a perfect opportunity to pause and reassess your leadership habits. Ask yourself:

• Am I managing in a way that inspires my team?

• Or am I running things in a way that simply keeps the wheels turning or genuinely brings strategic results?

Here are five realistic managing habits to adopt in the new year to help your team stay motivated, balanced, and performing at their best.

Prioritise Recognition Over Criticism

Think about the last time you gave feedback to your team. Was it focused on what went wrong, or did you also highlight what went well?

Most managers instinctively jump to addressing problems or mistakes. It feels like the responsible thing to do. Understandable - you need to fix what’s broken, right? But when criticism outweighs recognition, it creates an atmosphere of fear and defensiveness.

Recognition doesn’t mean ignoring what needs improvement. It means balancing your feedback so that your team feels seen and valued for their efforts.

Start small.

• Acknowledge achievements in your weekly team meetings.

• Send a quick email when someone goes above and beyond.

• Even a simple “thank you” can have a lasting impact.

When employees feel recognised, they’re more likely to stay motivated, even during challenging times. They want to keep contributing because they know their efforts won’t go unnoticed.

Encourage Open Dialogue

A lot of managers think they’re approachable; but how many of your team members would feel comfortable bringing up a concern, admitting a mistake, or asking for support?

If your team isn’t speaking up, it doesn’t mean everything is fine. It often means they don’t feel safe to do so.

Creating a culture of open dialogue takes more than saying, “My door is always open.” It means actively inviting feedback and making sure your team knows it won’t be met with criticism or dismissal.

Consider implementing regular one-on-one check-ins. These don’t have to be formal or lengthy. They’re an opportunity for your team to voice concerns, ask questions, or simply share what’s on their mind. When people feel heard, they’re more engaged. And when they’re more engaged, you’ll notice a significant boost in both performance and morale.

Set Clear and Achievable Goals

One of the most common frustrations employees have is not knowing what’s expected of them.

If goals are too vague or unrealistic, your team will feel directionless or overwhelmed. On the flip side, when goals are too rigid or micro-managed, they feel stifled and untrusted.

Finding that balance is key.

• Set goals that are clear and specific, but also achievable and adaptable.

• Break them down into smaller milestones so progress feels tangible.

And involve your team in the process.

When people feel ownership over their targets, they’re more likely to stay committed to achieving them. Clarity removes confusion. It builds confidence. And confidence drives results.

Promote Work-Life Balance

Work-life balance is one of those concepts that’s easy to preach but harder to practice.

Most managers would say they want their team to have balance. But if you’re expecting emails sent late at night or expecting them to work through lunch breaks, you’re setting a precedent—whether you realise it or not.

Promoting work-life balance isn’t just about having decent annual leave or good working hours; it’s about making sure they feel allowed to have it.

Encourage your team to take time off, use their annual leave, and switch off after work hours. Yes, hard work is important and sometimes clocking off at 5 doesn't happen, but it shouldn't be forced on employees to put their lives, families and friends on the back burner. Because a well-rested team will always outperform a team that’s exhausted and running on empty.

Lead with Empathy

The best managers know empathy is essential for building trust, loyalty, and long-term success.

Sounds cliché and many managers underestimate emotional intelligence. But empathy doesn’t mean lowering your standards or letting things slide. It means recognising that your employees are human.

• They’ll have off days.

• They’ll have personal struggles.

• They’ll need support.

When you lead with empathy, you create a culture of psychological safety. People aren’t afraid to ask for help or admit when they’re struggling. And when employees feel safe, they’re more engaged, more productive, and more committed to their work.

Take time to check in on your team’s wellbeing - not just their performance. Ask questions like:

• Is there anything I can do to help you manage your workload?

• How can I support you better?

Empathy builds trust. Trust builds loyalty. And loyalty leads to long-term results.

- Written by Oliver Howson

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