(Published December 14, 2009)
We're coming upon the end of the year, and that means things get busy with year-end closings, open enrollment, budget reviews, and all the other things that go along with it. But a few weeks from now, if you're like many of us, things will slow down a bit. In fact, for many of us, January and February can be a dead time. Here are a few suggestions on how to make the most of it.
Take a vacation. Everyone works better with an occasional break, but later in the year, when most people will be taking theirs and the workload is heavier, it may be more difficult to squeeze one in. Even a few days off can be relaxing, particularly after the stress of the year-end and the holidays. You may not want to take enough time to go to the Bahamas, or may not be able to afford to right after Christmas, but even just a night or two at a local bed and breakfast might feel good. Or even just sitting at home, taking care of your personal projects there and watching all the programs you recorded on the DVR.
Get a head start on upcoming projects. By starting early, you can spread out your workload and make things easier for yourself later in the year. Get your initial research out of the way now while things are quiet, so that it's already prepared when you begin the project later in the year. While you may have just finished reviewing your benefits, were there things you were unable to accomplish this year that you want to do next year? Check it out now. Are you anticipating making changes to your compensation program? Now might be a good time to conduct the surveys. Thinking of changing your employee review process? This might be a good time to start your research. Planning on updating your employee handbook? What better time than now to start preparations?
Review your administrative files. You know all those things you know you should review periodically, but you never have time to do, such as auditing your I-9s, reviewing your personnel records, bringing your summary policy descriptions up to date, updating and distributing any policies or information required by state law? (As an example, my state requires that the company sexual harassment policy be distributed to all employees once a year.) Now might be a good time to check some of these items off your list and not have to have them hanging over your head any longer.
I'm sure you can all think of numerous other ideas, as well. Whatever you have planned, enjoy the down time. It doesn't come along often enough!
Catherine Bannon is an HR consultant in Marshfield, MA (catherine.bannon@gmail.com). Bannon worked for 10 years in HR management before starting her consulting practice.
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