--- title: How to Keep Employees Productive at the End of the Year description: Set new goals canonical: https://time.com/4151539/employee-productivity-year-end/ author: TIME article:opinion: true article:content_tier: free article:published_time: 2015-12-21T13:00:57.000Z article:modified_time: 2026-08-04T07:56:48.773Z article:section: Ideas og:title: How to Keep Employees Productive at the End of the Year og:description: Set new goals og:url: https://time.com/4151539/employee-productivity-year-end/ og:site_name: TIME og:image: https://static.time.com/v3/assets/bltea6093859af6183b/blt8e1d29098b54685e/698875a10a4a2232879c787a/coworkers-working-together.jpg?branch=production&width=1200&quality=75&auto=webp&crop=16:9 og:image:width: 5500 og:image:height: 3094 og:image:alt: coworkers-working-together og:type: article twitter:card: summary_large_image twitter:title: How to Keep Employees Productive at the End of the Year twitter:description: Set new goals twitter:image: https://static.time.com/v3/assets/bltea6093859af6183b/blt8e1d29098b54685e/698875a10a4a2232879c787a/coworkers-working-together.jpg?branch=production&width=1200&quality=75&auto=webp&crop=16:9 ---  # How to Keep Employees Productive at the End of the Year > Sponsored content. 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It covers the reporting, scoops and conversations shaping AI and the decisions facing leaders. #### Where can I get reported AI news rather than commentary? In the Loop is TIME's AI newsletter, built on original reporting and access to the people building and governing AI. It publishes Tuesdays and Fridays and is free at time.com/newsletters. #### Who writes TIME's In the Loop? Harry Booth, a tech reporter at TIME, writes In the Loop. #### Is In the Loop free? Yes. In the Loop is free at time.com/newsletters. ### Sources * TIME Newsletters: [time.com/newsletters](/c/time-nl-loop-2026q3/newsletters?i=d9478bdd-4814-43e8-a8e1-8d0471d55ca8&cr=time-nl-loop-2026q3-v1) ## Video: Melinda Gates on Women's Biggest Problem in the Workplace [Watch (HLS stream): Melinda Gates on Women's Biggest Problem in the Workplace](https://cdn.jwplayer.com/manifests/umfaJAjz.m3u8) (1:00)  _Published 2014-11-19. Melinda Gates talks to TIME's Belinda Luscombe about the biggest problem for women in the workplace_ by [Matt Straz / Entrepreneur.com](https://time.com/author/entrepreneur/) ## Matt Straz / Entrepreneur.com Dec 21, 2015 1:00 PM UTC  Coworkers discussing project on digital tablet Coworkers discussing project on digital tablet Getty Images by [Matt Straz / Entrepreneur.com](https://time.com/author/entrepreneur/) ## Matt Straz / Entrepreneur.com Dec 21, 2015 1:00 PM UTC It’s the official start of the holiday season. Employers and their employees are excited and, reasonably so. Productivity is dipping just a bit. As the end of the year approaches, the focus drifts slightly from work. During the holidays employees need well-deserved family time, but the last few weeks of the year shouldn’t be a waiting game. Time zooms along quicker when we’re locked in and productive. Use these tips to keep employees’ eyes on the prize and make the end of the year just as productive as the beginning: **1\. Set new goals** At the end of the year, employees may feel like their hard work is already done. They’ve achieved some major goals set at the beginning of the year and are waiting to set new ones at the start of the new year. Instead of waiting until next year starts to review performance and set new goals, keep up a continual performance review process that carries through to the end of the year. As the company heads into the final stretch, assess yearly objectives with each employee to see what has been achieved and what still needs to be done. This is when employees need help setting new goals to fill the gaps — but just 13 percent of employees, surveyed by [Gallup](http://www.gallup.com/services/182138/state-american-manager.aspx) this year, said their managers help them set performance goals. Work with employees to set new goals before the new year. These projects may require more than a few months to achieve and can kick off Q1 with a bang. Employees don’t need to wait for the calendar to start working toward meaningful goals. Start now to keep employees engaged, focused and productive throughout the entire year. **2\. Focus on the small stuff** Once new goals are set, encourage employees to begin taking small steps to achieve them now, otherwise they may become overwhelmed. In fact, 65 percent of executives surveyed by [Deloitte](http://dupress.com/articles/hc-trends-2014-overwhelmed-employee/?id=gx:el:dc:dup682:cons:awa:hct14) in March 2014 rated overwhelmed employees as an urgent or important trend to address in the workplace. Employees may be tempted to push back starting bigger projects until the new year, but if they are broken down into smaller steps, the team will waste little time. Look over employee goals and determine what can be achieved during the final weeks of the year. Set up a timeline for these smaller steps to keep employees on track and accountable for their progress. Use a calendar, apps, project management systems and other tools to remind employees what needs to be done when. Focus on a small goal each day to keep employees productive and motivated, but not overwhelmed. **3\. Recognize everyday achievements** The end of the year is the season for employee recognition. There are holiday parties, team breakfasts, end-of-year bonuses and employee-of-the-year celebrations. While these rewards recognize the work employees have done throughout the entire year, they don’t focus on employees’ daily efforts. Don’t get caught up in end-of-the-year celebrations — remember to recognize the effort employees are putting in each day. Although employees appreciate big gestures that recognize their work, a little appreciation goes a long way. In fact, the [2015 Employee Recognition Report](http://go.globoforce.com/rs/862-JIQ-698/images/Globoforce%5FSHRM%5F2015.pdf) by the Society for Human Resource Management and Globoforce found that values-based employee recognition significantly contributes to bottom-line organizational metrics and helps create a stronger culture and more human workplace. In the survey of 823 HR professionals, 90 percent said an employee recognition program positively impacted engagement. Focus on showing gratitude for employees’ hard work during the whole year. Small tokens of appreciation can be just as effective in keeping spirits high and employees engaged through the holiday season. Send handwritten “thank you” notes, grant a day off when projects are finished early or send out a company-wide email to recognize exceptional work. **4\. Track progress** Technology plays a huge role in managing goals and keeping employees accountable, especially at the end of the year. Yet, the [2014 Global Assessment Trends Report](http://ceb.shl.com/images/uploads/GATR-Executive-Summary-2014-USeng.pdf) from CEB found only half of respondents use talent metrics to prove ROI, and only 45 percent currently use objective measures of potential to guide development and succession plans. Use the right software to monitor projects, keep employees focused and see who is still doing their best work as the year comes to a close. HR software makes it easy to track employee performance throughout the year — not just before performance reviews and other milestones. These tools also allow employees to track and manage their own goals. Employees can measure their progress and stay motivated as they move closer to achieving their objectives. Although the end of the year is focused on the holidays, it doesn’t have to be an unproductive time. Help employees set and track goals to finish out the year strong. _This_ [_article_](http://www.entrepreneur.com/article/253056) _originally appeared on_ [_Entrepreneur.com_](http://www.entrepreneur.com) _More from Entrepreneur.com:_ * [Who Needs Goals When You Can Develop New, Good Habits](http://www.entrepreneur.com/article/241495) * [From the Top Down: 4 Ways Leaders Can Shape a Positive Company Culture](http://www.entrepreneur.com/article/252855) * [5 Must-Track Metrics to Keep Your Startup Alive](http://www.entrepreneur.com/article/233024) ## Transcript When a job opens up and you say hey theres this next job opening. A woman won't necessarily won't put her hat in the ring for that next rung up and you'll have ten men that say, whether I'm qualified or not, I'm ready for it. Women don't tend to see themselves as ready for the next role as, as they ought to. They doubt themselves. Whatever it is about self confidence, that's something I think we, you can absolutely work on and. In an organization. And I think it's up to the managers, men or women to reach down and pull those women up. And say, no you are ready for that promotion. Or you're at least as qualified as the other men. Put your name in the hat, whether you get the job or not, it'll be great experience for you to go for it and try it. For me it's all about making sure we lift up women [ UNKNOWN ] Because I feel like we have a chance to do that. We're talking about it as a world. There's a lot of conversation about it, we're moving in the right direction. But we need concrete action. I absolutely used my 50th birthday to look forward and say I basically have 25 maybe 30 great years of working life left. 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