January is busy, but it’s also one of the best times to set your team up for success before the year really picks up. These 5 tips won’t take much time, but they’ll make a real difference in the months ahead.
1. Look at How Work Gets Done
Sometimes teams evolve so naturally that we don’t notice until we zoom out. A new system gets added here, a project pivots there. Someone steps up to handle something that technically isn’t anyone’s job. The team you’re leading today might look different from a year ago. That’s why it’s worth taking stock of how work gets done right now:
- Where is your team consistently stretched thin?
- What tasks or systems does only one person know how to handle?
- What keeps falling through the cracks because you don’t have the right skills in place?
This reflection gives you clarity on what’s actually happening. From there, you can decide whether it’s time to hire, cross-train, redistribute work, or coach someone up.
2. Document Key Processes
This is a task not many people get really jazzed about, but when it’s needed down the road, they’re grateful it’s there.
Before things get busy again, capture the what, how, and why behind your key processes while it’s still fresh in your team’s minds. Good things to include: month-end close steps, where critical files live, who to contact for specific issues, and quirks in your systems that aren’t obvious to newcomers.
You don’t need to make the “perfect” operating manual. Have each person on your team document enough so that if someone’s out on PTO, gets promoted, or leaves unexpectedly, you can figure it out more easily.
3. Get Ahead of Hiring Needs
If someone on your team leaves unexpectedly or your workload suddenly outgrows your headcount, the last thing you want is to be figuring out your company’s hiring process on the fly. Before you’re in reactive mode, check in with HR or your talent acquisition team to understand:
- Who needs to approve what
- How quickly roles can get posted
- What the interview process looks like
- When you can bring in outside help (like us)
Knowing this upfront makes a real difference for your team. You can move faster when a gap opens up, which means less time with people stretched thin trying to cover the work. It also helps you plan more realistically. If you know hiring takes 8 to 10 weeks at your company, you can start conversations earlier or find interim solutions to keep your team from burning out while you fill the role.
4. Get Recurring 1:1 Meetings on the Calendar
This tip may seem like a no-brainer, but it’s worth the reminder. Even the best, most organized managers can forget to set up 1:1s (especially when things are busy in the new year).
In the next week or two, make sure you’ve set aside time for one-on-one meetings with each person on your team. Having that dedicated time helps people feel grounded and gives you a chance to catch issues early before they snowball into bigger problems.
A shared document or simple template can help add some structure and guide these conversations. It also makes it easy for both of you to keep track of what was discussed, what needs follow-up, and what’s coming next.
5. Show Appreciation in Small, Meaningful Ways
Accounting and finance work comes in waves, and your team feels it. During the heavy periods, even a small acknowledgment from you can shift the tone of someone’s entire week. The gestures that land best are usually pretty simple:
- Buying lunch on a long workday
- Offering a flexible morning or afternoon when someone needs it
- Writing a quick note about something specific they did well
- Giving time back by canceling a meeting that doesn’t need to happen
- Celebrating a team win in a way that feels real, not forced
We hear this from candidates all the time: people stay where they feel seen and where leadership pays genuine attention.
Final Thoughts
You don’t need to tackle all of these at once. Pick one or two that resonate most with where your team is right now, and start there. Small moves now can make a big impact throughout the year.
Related Resources
- The Manager’s Guide to Effective One-on-One Meetings
- Building Resilience: A Skill You Can Teach Your Team
- New Retention Tool: Stay Interviews