Not sure what to get your team to reward their hard work? 

This year was challenging in so many ways for workers and teams. In addition to doing their jobs, teams had to navigate a complicated and fluid environment in 2023. 

For example, many teams continued to struggle with remote work set-ups, and some teams needed to pivot to new and evolving hybrid work requirements. Underneath that was the looming concern that mandatory return to work orders would come any moment - and in some cases they did. 

Workers also continued to struggle with personal wellbeing, stress, and life balance as more was being asked of them from work and home. Compounding this stress was the underlying economic slowdown that resulted in significant layoffs in many sectors. Many are framing work as a Faustean bargain where they trade their soul for the worldly benefit of a paycheck.

And lastly, workers are growing more concerned about the role AI and other fast-moving technology will play in their futures. Many are feeling pressure to keep up and skill up just to maintain relevance in their roles. 

So, with workers feeling so threatened, undervalued, and underappreciated, what can leaders do to spread cheer and hope this holiday season? Here are some gifts great leaders can give their teams:

Empathy

Many classic Christmas movies explore a character’s evolution from self-centeredness to self-awareness. Think of Scrooge or Geroge Bailey. The lesson often touts how the world is better when we think of others rather than ourselves. 

According to research by  the Center for Creative Leadership, empathetic bosses improve their own effectiveness and increase the chances of success in their jobs. They’re perceived more favorably by their bosses, and they stabilize and focus teams on the job to be done. 

Equitable Pay

On the surface, this time of year is about celebration and reflection. Beneath the surface, however, many feel pressure to spend. Regardless of how you feel about the commercialization of the holidays, this is when a lot of people come face to face with their finances. Inevitably, we look to the source and wonder if it’s fair, just, equitable, or even sufficient. 

Indeed.com has a helpful guide on pay inequity, its origins, and some solutions. Give your workers your commitment to create fairness in the workplace in the form of salaries and other compensation. Making the effort isn’t just the right thing to do, it will strengthen the underlying structures of your business and build trust among your teams.

Coaching

Even today, some leaders believe their main job is to provide answers to their subordinates. This was the expectation decades ago, but not so much today. Generally, workers want to do the work and they want to be good at their jobs. But they don’t see their boss as the source for all answers about how to get the best results. They see themselves as capable and seek opportunities to demonstrate that. 

This shift has been going on for decades now as organizations orient their work around learning, innovation, agility, and speed. A single source of answers slows all that down, so leaders now need to be coaches, capable of supporting workers to take any number of paths to get to the result.

Transparency

In the Christmas classic Die Hard, John McClane famously says, "From up here it doesn't look like you're in charge of jack s**t”. There’s wisdom in these words. Many workers become disengaged and distrustful when they feel disconnected from their organizations. It’s frustrating and futile to feel like a cog in the machine or to be viewed as a “resource” to be “utilized.”  

BetterUp.com cites research showing that companies committed to a transparent culture see a 12x increase in job satisfaction compared to those who believe their companies are not transparent. And transparency doesn’t necessarily mean full disclosure of all things. It can be as simple as sharing the company strategy, talking about mistakes, or even inviting questions. 

Autonomy 

Shortly after Broadcom acquired VMWare in a $63 Billion deal, the CEO Hok Tan shocked the acquired company’s employees with a new policy direction: “If you live within 50 miles of an office, you get your butt in here." When pressed about exceptions to the policy, he doubled-down saying, “you better learn how to walk on water if you want to work remote," he told employees. "I'm serious."

Substantial research has shown that people are mostly intrinsically motivated. If leaders give the gift of autonomy (meaning, the freedom and flexibility to determine their own path at work within defined parameters), they are activating the need for self-determination. This, in turn, creates satisfaction, engagement, and fulfillment at work.  

Conclusion

In a year marked by unprecedented challenges and uncertainties, leaders seeking to truly honor their teams this holiday season must go beyond traditional gifts. The workforce of 2023 faced a slew of challenges, from the complexities of remote work to the stress of economic downturns and the ever-looming impact of advancing technology. Acknowledging these struggles, leaders can provide invaluable gifts that resonate deeply with the needs of their teams.

Empathy is a transformative gift, fostering a sense of understanding and unity. Selflessness leads to improved effectiveness and team cohesion. Equitable pay not only addresses financial concerns, but also reinforces workforce fairness principles. Coaching recognizes that employees seek guidance on their paths to success. Transparency becomes a beacon of trust.

Ultimately, the gift of autonomy proves to be the most empowering. Granting employees the freedom to navigate their roles within defined parameters activates intrinsic motivation, paving the way for job satisfaction and fulfillment. 

In the spirit of the season, these gifts not only express gratitude but also sow the seeds for a resilient and motivated workforce in the year ahead.